Diversity Management At Work What Works?

Transcription

1 Management At Work What Works? Frank Dobbin Harvard University, Department of Sociology Fellow, Radcliffe Institute for Advanced Study Daniel Schrage Harvard University, Department of Sociology Alexandra Kalev Robert Wood Johnson Post-Doctoral Fellow, Berkeley Sponsors National Science Foundation, Russell Sage Foundation, John Simon Guggenheim Foundation

2 White Men and Women in Management White Men White Women Year National Sample of 829 Firms Percent of Managers

3 Minority Men and Women in Management Black Men Black Women Hispanic Men Asian Men Hispanic Women Year 1971 Asian Women Percent of Managers

4 Table 2: Fixed Effects Estimates of the Log Odds of Groups in Management Following Personnel Innovations, WHITE MEN WHITE WOMEN BLACK MEN BLACK WOMEN Coefficient s.e. Coefficient s.e. Coefficient s.e. Coefficient s.e. Job Advertisement ** Internal Job Posting ** Job Description ** Salary Classification ** Performance Evaluations ** Peer Evaluations ** Job Tests - Managers ** **.21 Job Ladders -.17 ** ** Hiring Guidelines -.34 * * **.14 Promotion Guidelines.64 ** Discharge Guidelines.72 ** Special Recruitment - Women -.81 ** ** **.26.9 **.24 Special Recruitment - Minorities ** **.19 Referral Incentives -.42 ** ** **.13 Management Training ** Recruitment to Training - Women ** ** Recruitment to Training - Minorities R-Squared

5 Table 2, continued: Fixed Effects Estimates of the Log Odds of Groups in Management Following Personnel Innovations, HISPANIC MEN HISPANIC WOMEN ASIAN MEN ASIAN WOMEN Coefficient s.e. Coefficient s.e. Coefficient s.e. Coefficient s.e. Job Advertisement.82 ** *.22 Internal Job Posting ** Job Description Salary Classification **.2 Performance Evaluations Peer Evaluations Job Tests - Managers ** **.3 Job Ladders *.3 Hiring Guidelines Promotion Guidelines Discharge Guidelines Special Recruitment - Women * ** **.33 Special Recruitment - Minorities Referral Incentives.75 ** ** Management Training Recruitment to Training - Women ** Recruitment to Training - Minorities R-Squared

6 Table 3 Estimated Effects of Selected Programs (Based on coefficients presented in Table 2). Job Posting White White Black Black Hispanic Hispanic Asian Asian Men Women Men Women Men Women Men Women Initial Proportion Proportion w/ Practice Estimated % Change -.3% 3.9% -1.5%.2% -.2% 6.7% -3.5% -2.3% Promotion Ladder Initial Proportion Proportion w/ Practice Estimated % Change -3.5% 2.4% 9.7% 1.6% 1.1% -1.4% 6.2% 6.6% Special Recruitment - Women Initial Proportion Proportion w/ Practice Estimated % Change -2.% 12.9% 9.1% 9.3% 5.5% 8.6% 18.% 8.7% Special Recruitment - Minorities Initial Proportion Proportion w/ Practice Estimated % Change -1.3% 1.7% 9.7% 9.4% -2.1% 1.5% -1.1% 2.8% Recruitment to Training - Women Initial Proportion Proportion w/ Practice Estimated % Change -3.3% 11.4% -4.2% 3.7%.1% 3.3% 15.6% -4.3% Referral Incentives Initial Proportion Proportion w/ Practice Estimated % Change -1.5%.3% 4.1% 6.3% 7.3% 1.6% 7.% 2.5%

7 Popularity of Programs Percent of Firms Taskforce Manager Training Evaluations Network Program Mentor Program National Sample of 829 Firms in 22

8 Program Effects on Management Percent Change Taskforce Manager Training Evaluations Network Program Mentor Program White Men White Women Black Men Black Women Hispanic Men Hispanic Women Asian Men Asian Women

9 Program Effects on Management 15 1 Percent Change White Men White Women Black Women Black Men Voluntary Training Mandatory Training

10 How Training Content Affects Management 1 5 Percent Change White Men White Women Black Women Black Men Legal Content Cultural Awareness Firms with Voluntary Training

11 Program Effects on Management Percent Change Women Top Managers Minority Top Managers White Men White Women Black Men Black Women Hispanic Men Hispanic Women Asian Men Asian Women

12 Effect of Average Number (13.5) of Lawsuits on Management, Percent Change White Men White Women Black Women Black Men Effect of Annual Average Number of Lawsuits Among Firms Experiencing Suits