Female representation at the corporate top (IVOR nr. 126) 2022/2.4.6.1:2.4.6.1 Exclusion from networks

Female representation at the corporate top (IVOR nr. 126) 2022/2.4.6.1

2.4.6.1 Exclusion from networks

Deze functie is alleen te gebruiken als je bent ingelogd.Deze functie is alleen te gebruiken als je bent ingelogd.Deze functie is alleen te gebruiken als je bent ingelogd.

Women’s underrepresentation could be attributed to women’s exclusion and male dominance of social networks.1 Due to this exclusion, women miss out on important contacts, opportunities and information, e.g. about promotion opportunities.2 Consequently, women are in a disadvantaged position, as a network is of vital importance for attaining board positions and in being promoted.3

Recruitment through social networks may also create inequalities in organizations.4 Social networks often comprise people who have the same characteristics and interests.5 Tapping from social networks for the recruitment of leaders will likely produce leaders with a profile similar to the existing leaders in the network, which are likely to be men. This finding indicates that hiring through social networks may create a bias in recruitment (Section 2.4.1.2).

Furthermore, women’s participation in social networks dominated by men may also reinforce ‘male power structures’.6 This indicates that networking influences the barrier ‘organizational culture and processes’ (Figure 2.3, arrow 10). Networking can also create work-family conflict for women because it is likely that women with a family have less time to invest in networking.7 This suggests that work-family balance is related to the barrier ‘exclusion from networks’ (Figure 2.3, arrow 11).

Deze functie is alleen te gebruiken als je bent ingelogd.