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Effects of diversity efforts, evaluations and compensation schemas in organizations on career advancement and senior level diversity

English title Effects of diversity efforts, evaluations and compensation schemas in organizations on career advancement and senior level diversity
Applicant Rost Katja
Number 162894
Funding scheme Project funding (Div. I-III)
Research institution Soziologisches Institut Universität Zürich
Institution of higher education University of Zurich - ZH
Main discipline Sociology
Start/End 01.09.2016 - 29.02.2020
Approved amount 268'336.00
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All Disciplines (2)

Discipline
Sociology
Science of management

Keywords (7)

Nationality; Diversity; Gender; Senior Management; Compensations; Payment; Bias

Lay Summary (German)

Lead
Im Projekt soll der Erfolg unterschiedlicher Diversitätsanstrengungen in Unternehmen verglichen werden. Zudem untersuchen wir ob Mitarbeiterbewertungen und Lohnsysteme bestimmte Gruppen im Unternehmen diskriminieren und damit den Anstieg der Diversität im oberen Management entgegenstehen.
Lay summary

Inhalt und Ziel des Forschungsprojekts

Diversität in Unternehmen, also die Vielfalt von Mitarbeitenden in Bezug auf wahrnehmbare, kategoriale Merkmale, ist in den letzten Jahren zu einem wichtigen Thema in der Wirtschaft geworden. Das Projekt betrachtet zwei Dimensionen der Diversität: Geschlechterdiversität und kulturelle Diversität. Gleichstellungs- und Diversitätsmassnahmen in Unternehmen sollen helfen, personenspezifische Benachteiligungen zu beseitigen. Allerdings existieren derzeit keine wissenschaftlichen Untersuchungen, die den Erfolg solcher Massnahmen erforscht. Wir tun dies und messen zum ersten, den tatsächlichen Erfolg unterschiedlicher Diversitätsanstrengungen in Unternehmen. Zum zweiten, hinterfragen wir, ob Mitarbeiterbewertungen und Lohnsysteme bestimmte Gruppen im Unternehmen diskriminieren und damit die Diversität verringern. Realisiert werden diese Ziele durch eine repräsentative Untersuchung grösserer Schweizer Aktiengesellschaften und durch die Beobachtung einer Firma, die eine neue Diversitätsmassnahme einführt.

Wissenschaftlicher und gesellschaftlicher Kontext

Erkenntnisse, welche Strukturen und Programme die erwünschten Effekte haben, leisten einen wichtigen Beitrag zu gesellschaftlichen Debatten, beispielsweise über die Diskriminierung bestimmter Personen bei Beförderungen, der Einführung von (Frauen-)Quoten oder der Steigerung der Diversität in Führungskadern. Zudem sind Studien zur Diversität in der Schweiz bislang nur spärlich vorhanden.

Direct link to Lay Summary Last update: 25.11.2015

Responsible applicant and co-applicants

Employees

Datasets

Diversity Survey

Author Schoen, Constantin
Persistent Identifier (PID) https://forsbase.unil.ch/project/study-public-overview/16257/0/
Repository FORSbase


Collaboration

Group / person Country
Types of collaboration
Swiss Job Market Monitor Switzerland (Europe)
- in-depth/constructive exchanges on approaches, methods or results
- Publication
- Research Infrastructure
FehrAdvice & Partners AG Switzerland (Europe)
- Industry/business/other use-inspired collaboration

Scientific events

Active participation

Title Type of contribution Title of article or contribution Date Place Persons involved
Forschungscampus Thüringen Talk given at a conference How to increase diversity in management? Examining organizational efforts for women and people with migration background 22.11.2018 Plankstetten, Germany Schoen Constantin; Rost Katja;
Guest lecture at the University of St. Gallen, in the course «Motivationsmanagement» Individual talk Diversity, Lohnsysteme und Motivation am Arbeitsplatz 05.03.2018 St.Gallen, Switzerland Schoen Constantin;
Seminar on “Organization, Management, and Theories of the Firm" OMTF Talk given at a conference Effects of diversity efforts, evaluations and compensation schemes in organizations on career advancement and senior level diversity 29.09.2016 Appenzell, Switzerland Schoen Constantin; Rost Katja;


Self-organised

Title Date Place

Communication with the public

Communication Title Media Place Year
Media relations: print media, online media Stereotype als Stolpersteine Psychoscope German-speaking Switzerland 2018

Abstract

In the past years organizations and work groups have become increasingly diverse in terms of gender and ethnicity. Much research describes problems and barriers for women and minorities in their career to the top, but only very few studies examine which programs and organizational structures are really leading to a diverse senior management. The aim of this study is to fill this gap and to identify factors that lower career inequalities for women and minorities in organizations. We take into account three different strands of research and explain how they are intertwined with each other, in order to evaluate which elements are likely to increase the diversity in the senior level of organizations.First, managing diversity strategies are considered as the basic and most salient approach for the increase of diversity in a company. We introduce the concept and evaluate the efficiency of different strategies that are used in firms by studying the elements and the implementation of diversity policies.Second, the role of evaluation biases is analyzed. Accurate evaluations are relevant to climb up into the senior management. When evaluations are biased against a specific group, the advancement of this group is hindered with negative effects on diversity. Evaluations have been found to be biased in respect to prevailing stereotypes, person-job fit and homophily.Third, incentive pay systems may have negative effects on the share of women or minorities. Bonus and incentive based systems are likely to have different motivation and sorting effects on genders and minorities. Three different effects are observed: A motivational effect due to biased evaluations, an increased bias effect due to the perception of being objective and fair and a sorting effect due to different risk taking preferences. We want to test these arguments by using two different empirical methods. First, it is planned to conduct a large scale, cross-sectional survey including all companies listed on the Swiss Performance Index. The underlying mechanisms that can explain differences regarding the efficiency of diversity efforts may remain unclear within this method. To find answers to this question, we plan a field experiment with a consulting partner to acquire deep insights into a single company.
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