評論
打印Women are worse than men at turning networks to their advantage.
在將人脈轉化成優勢上，女性不如男性。
IN THE rarefied world of the corporate board, a good network matters. Recruitment often involves word-of-mouth recommendations: getting on a shortlist is easier if you have the right connections. New research suggests men use contacts better than women.
在公司董事會的小圈子中，擁有良好的人脈非常重要。 招聘經常會有口頭推薦：如果你有一個好的引薦人，你會更容易進入候選人名單。一項新的研究表明，男性比女性更善于利用他們的人際關系網絡。
Marie Lalanne and Paul Seabright of the Toulouse School of Economics measure the effect of a network on remuneration using a database of board members in Europe and America. They find that if you were to compare two executive directors, identical in every way except that one had 200 ex-colleagues now sitting on boards and the other 400, the latter, on average, would be paid 6% more.. For non-executives the gap is 14%.
盧茲經濟學院的瑪麗.拉蘭內和保羅.西布賴特利用一個關于歐洲和美國董事會成員的數據庫，分析了人際關系對薪酬的影響。他們發現，如果你比較兩個行政主管，其中一位的前同事中有200個現在是公司董事，而另一位則為400個，二者其他條件都相似，那么后者的薪酬平均會比前 者高6%。 而對于非高層管理人員來說，薪酬差距會達到14%。
The really juicy finding concerns the difference between the sexes. Among executive-board members, women earn 17% less than their male counterparts. There are plenty of plausible explanations for this disparity, from interruptions to women’s careers to old-fashioned discrimination. But the authors find that this pay gap can be fully explained by the effect of executives’ networks. Men can leverage a large network into more senior positions or a seat on a more lucrative board; women don’t seem to be able to.
真正令人驚訝的發現在于性別之間的薪酬差距。 在高管中，女性的薪酬比男性低17%。從女性因家庭等原因導致的事業中斷，到舊時的對女性的歧視等觀點似乎都可以解釋這種差異。 但是研究人員發現用高管們人脈的影響可以完美地解釋這種差距現象。 男性能夠充分利用一個龐大的人際網絡來使自己的的職位得到晉升或者進入一個薪酬更高的董事會；女性則往往做不到。
Women could just have weaker connections with members of their networks. “Women seem more inclined to build and rely on only a few strong relationships,” says Mr Seabright. Men are better at developing passing acquaintances into a network, and better at maintaining a high personal profile through these contacts. Women may, of course, also be hurt by the existing dominance of men on boards and a male preference for filling executive positions with other men. But a tendency to think of other men first will be amplified if talented women don’t stay on the radar.
女性與她們的關系網絡之間的聯系更脆弱一些。 “女性似乎更傾向于建立并且依賴一小部分緊密的人際關系，”西布賴特說道。男人則更善于將僅僅幾面之交的人變成自己關系資源的一部分，并且通過這些關系保持一個更高的私人關注率。 當然，女性也可能受到當下由男性統治的董事會排擠，因為這些董事們會更偏好一位男性的經理。但是如果有能力的女性本身并不在這些董事的關系網絡之內，那么他們也就更傾向于將主管的位置留給一位男性了。
Interestingly, there is only a marginal pay difference between men and women when it comes to non-executive directors, and no difference in the effectiveness of their networks. It is possible that this reflects pressure for “gender quotas” on corporate boards. Women are able to find their way onto shortlists for lower-paid, non-executive positions. But that’s not where the real power lies.
有意思的是，對于非高級管理人員來說，不同性別職員的薪酬差距很小，而他們人脈對薪酬的差距則沒有影響。 也許這只是公司董事會中“性別配額”壓力的體現。女性有能力進入低薪、非高管職位的候選名單。 但是那些職位并沒有實權。
