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Offering a Job: Meritocracy and Social Networks
T.Petersen, I.Saporta, M.L.Seidel
American Journal of Sociology.
Nov
2000.
Vol. 106.
No. 3.
P. 763-816.
This study focuses on the impact of sex, race, and social networks, to analyze the
hiring process in a midsized high-technology organization, using information on all
35,229 applicants in a 10-year period (1985 94). For gender, the process is entirely
meritocratic: age and education account for all sex differences. But even without
taking into account the two meritocratic variables, there are small if no differences
between men and women at all stages in the hiring process. For ethnic minorities,
the process is partly meritocratic but partly reliant upon social networks. Once
referral method is taken into account, all race effects disappear. In hiring, ethnic
minorities are thus disadvantaged in the processes that take place before the organization
is contacted. They lack access to or utilize less well the social networks that lead
to high success in getting hired.
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