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Women are worse than men at turning networks to their advantage.
在將人脈轉(zhuǎn)化成優(yōu)勢(shì)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(huì)的小圈子中，擁有良好的人脈非常重要。 招聘經(jīng)常會(huì)有口頭推薦：如果你有一個(gè)好的引薦人，你會(huì)更容易進(jìn)入候選人名單。一項(xiàng)新的研究表明，男性比女性更善于利用他們的人際關(guān)系網(wǎng)絡(luò)。
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(jīng)濟(jì)學(xué)院的瑪麗.拉蘭內(nèi)和保羅.西布賴特利用一個(gè)關(guān)于歐洲和美國(guó)董事會(huì)成員的數(shù)據(jù)庫(kù)，分析了人際關(guān)系對(duì)薪酬的影響。他們發(fā)現(xiàn)，如果你比較兩個(gè)行政主管，其中一位的前同事中有200個(gè)現(xiàn)在是公司董事，而另一位則為400個(gè)，二者其他條件都相似，那么后者的薪酬平均會(huì)比前 者高6%。 而對(duì)于非高層管理人員來(lái)說(shuō)，薪酬差距會(huì)達(dá)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(fā)現(xiàn)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?qū)е碌氖聵I(yè)中斷，到舊時(shí)的對(duì)女性的歧視等觀點(diǎn)似乎都可以解釋這種差異。 但是研究人員發(fā)現(xiàn)用高管們?nèi)嗣}的影響可以完美地解釋這種差距現(xiàn)象。 男性能夠充分利用一個(gè)龐大的人際網(wǎng)絡(luò)來(lái)使自己的的職位得到晉升或者進(jìn)入一個(gè)薪酬更高的董事會(huì)；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(guān)系網(wǎng)絡(luò)之間的聯(lián)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(guān)系，”西布賴特說(shuō)道。男人則更善于將僅僅幾面之交的人變成自己關(guān)系資源的一部分，并且通過(guò)這些關(guān)系保持一個(gè)更高的私人關(guān)注率。 當(dāng)然，女性也可能受到當(dāng)下由男性統(tǒng)治的董事會(huì)排擠，因?yàn)檫@些董事們會(huì)更偏好一位男性的經(jīng)理。但是如果有能力的女性本身并不在這些董事的關(guān)系網(wǎng)絡(luò)之內(nèi)，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(duì)于非高級(jí)管理人員來(lái)說(shuō)，不同性別職員的薪酬差距很小，而他們?nèi)嗣}對(duì)薪酬的差距則沒(méi)有影響。 也許這只是公司董事會(huì)中“性別配額”壓力的體現(xiàn)。女性有能力進(jìn)入低薪、非高管職位的候選名單。 但是那些職位并沒(méi)有實(shí)權(quán)。
