Representation is not sufficient for selecting gender diversity
研究通过互联网标准制定组织的自然实验发现，增加选拔委员会中的女性代表只有在配合提升性别多样性意识的干预措施后，才能促进更多女性领导者的任命。
One strategy for promoting female leaders in science and technology professions is to appoint more women to the committees that select leaders. Unfortunately, evidence from other settings, such as committees for selecting judges or professors, suggests this approach does not work. We use a natural experiment to test the idea that organizational norms supporting gender diversity are necessary for representation on “selectorates” to promote gender diversity among leaders in science and technology. Our empirical setting is the standard-setting organization that develops key protocols for Internet hardware and software. We find that when more women are randomly selected for the committee that appoints the organization's leaders, the committee appoints more female leaders, but only after a set of interventions meant to increase members' awareness of the benefits of gender diversity.