Up to No Good? Gender, Social Impact Work, and Employee Promotions

Firms increasingly offer employees the opportunity to participate in firm-sponsored social impact initiatives expected to benefit the firm and employees. We argue that participation in such initiatives hinders employees’ advancement in their firms by reducing others’ perceptions of their fit and commitment. Because social impact work is more congruent with female than male gender role stereotypes, promotion rates will be lower for participating men, and male evaluators will be less likely than female evaluators to recommend promotion for male participants. Using panel data on 1,379 employees of a consulting firm, we find significantly lower promotion rates for male participants relative to female participants, female non-participants, and male non-participants. A vignette experiment involving 893 managers shows that lower promotion rates are due to lower perceptions of fit, but not commitment, and greater bias against male participants by male evaluators. Taken together, the results of the two studies suggest that the negative effect of participation on promotion is conditional upon participant and evaluator gender, underscoring the role of gender in evaluation of social impact work. In settings in which decision makers are predominately male, gender beliefs may limit male employees’ latitude to contribute to the firm’s social impact agenda.

Does the U.S. Navy’s reliance on objective standards prevent discrimination in promotions and retentions?

To prevent discrimination, the U.S. Navy enlisted-personnel promotion process relies primarily on objective measures. However, it also uses the subjective opinion of a sailor’s superior. The Navy’s promotion and retention process involves two successive decisions: The Navy decides whether to promote an individual, and conditional on that decision, the sailor decides whether to stay. Using estimates of these correlated decision-making processes, we find that during 1997–2008, Blacks and Hispanics were less likely to be promoted than Whites, especially during wartime. The Navy’s decision-making affects Blacks’ differential promotion rates by twice as much as differences in the groups’ characteristics. However, Nonwhite retention probabilities, even when not promoted, are higher than for Whites, in part because they have fewer opportunities in the civilian market. Females have lower promotion rates than males and slightly lower retention rates during wartime.

Promotion of Clinical Educators: A Critical Need in Academic Family Medicine

Background and Objectives: Academic family medicine departments have traditionally promoted faculty using research and scholarship criteria augmented by teaching, clinical care, and service. Clinic-focused faculty who spend significant time in direct patient care may not have enough time to meet promotion criteria, although they are critical for training future family physicians and for rebalancing the system of academic promotion. Methods: We surveyed family medicine department chairs on the effects of protected time for scholarship, presence of promotion and tenure (P and T) committees, salary increase, and special promotion tracks on promotion of physician faculty. Results: Promotion rates to both associate and full professor were higher for faculty with 25% time for scholarship than for clinic-focused faculty. For clinic-focused faculty, promotion rates to associate professor were higher than they were to full professor. No differences were found for promotion to associate professor and full professor for faculty with 25% protected time for scholarship. No differences were found in promotion rates for either rank between departments that had P and T committees and those that didn’t, whether promotion came with a salary increase, or if departments had a special track for physician faculty whose job is patient care. Conclusions: Promotion rates are higher for faculty with protected time for scholarship than for clinic-focused faculty for promotion to both associate and full professor. Clinic demands on faculty may reduce the likelihood of engaging in scholarship or research that in many academic family medicine departments is necessary for promotion.

Impact of The Community Eligibility Provision of the Healthy, Hunger-Free Kids Act on Student Nutrition, Behavior, and Academic Outcomes: 2011–2019

The Community Eligibility Provision (CEP) allows high-poverty schools participating in US Department of Agriculture meal programs to offer universal free breakfast and lunch. Authorized as part of the Healthy, Hunger-Free Kids Act of 2010, CEP became available to eligible schools nationwide in 2014. Emerging evidence suggests that schools that provide universal free meals experience positive impacts on student nutrition, behavior, and academic performance. In particular, schools benefit from increased meal participation rates. There is mixed evidence of impacts on test scores and attendance, and limited but promising results showing improvements in weight outcomes, on-time grade promotion rates, disciplinary referrals, and food security. In this article, we summarize the growing evidence base and suggest policy approaches to increase the use of CEP by eligible schools.

A Test of the Effect of Denominational Schools in Romania

Studies in sociology of education in recent decades have consistently found an advantage for students in denominational schools - those with religious subordination - in terms of educational performance, compared with those in secular schools. Although in Romania a large part of the students from pre-university education attend confessional schools this advantage has not been investigated for the Romanian case. Taking advantage of the increased validity of the Romanian baccalaureate exam, following the measures from 2011-2012 and the availability of the statistical data regarding the schools in Oradea (Bihor county), we checked whether the hypothesis of such an advantage is confirmed in the Romanian case. Applying bivariate analyzes by type of schools (secular vs. confessional) and by types of tracks of the net pass rates (from the total of the graduates) we find that, although the promotion rates are higher for denominational schools, the support for the hypothesis of an advantage of denominational schools is fragile as much of the difference can be attributed to the academic orientation of denominational schools and to the fact that they succeed, probably, in selecting students with better educational skills.

Women in Economics: Stalled Progress

Women are still a minority in the economics profession. By the mid-2000s, just under 35 percent of PhD students and 30 percent of assistant professors were female, and these numbers have remained roughly constant ever since. Over the past two decades, women’s progress in academic economics has slowed, with virtually no improvement in the female share of junior faculty or graduate students in decades. Little consensus has emerged as to why, though there has been a renewal of widespread interest in the status and future of women in economics and of the barriers they face to professional success. In this paper, we first document trends in the gender composition of academic economists over the past 25 years, the extent to which these trends encompass the most elite departments, and how women’s representation across fields of study within economics has changed. We then review the recent literature on other dimensions of women’s relative position in the discipline, including research productivity and income, and assess evidence on the barriers that female economists face in publishing, promotion, and tenure. While differences in preferences and constraints may directly affect the relative productivity of men and women, productivity gaps do not fully explain the gender disparity in promotion rates in economics. Furthermore, the progress of women has stalled relative to that in other disciplines in the past two decades. We propose that differential assessment of men and women is one important factor in explaining this stalled progress, reflected in gendered institutional policies and apparent implicit bias in promotion and tenure processes.

The Political and Economic Consequences of Nationalist Protest in China: The 2012 Anti-Japanese Demonstrations

What are the consequences of nationalist unrest? This paper utilizes two original datasets, which cover 377 city-level anti-Japanese protests during the 2012 Senkaku/Diaoyu Island crisis and the careers of municipal leaders, to analyse the downstream effects of nationalist unrest at the subnational level. We find both political and economic consequences of China's 2012 protest demonstrations against Japan. Specifically, top Party leaders in cities that saw relatively spontaneous, early protests were less likely to be promoted to higher office, a finding that is consistent with the widely held but rarely tested expectation that social instability is punished in the Chinese Communist Party's cadre evaluation system. We also see a negative effect of nationalist protest on foreign direct investment (FDI) growth at the city level. However, the lower promotion rates associated with relatively spontaneous protests appear to arise through political rather than economic channels. By taking into account data on social unrest in addition to economic performance, these results add to existing evidence that systematic evaluation of leaders’ performance plays a major role in the Chinese political system. These findings also illuminate the dilemma that local leaders face in managing popular nationalism amid shifting national priorities.

Online vs Konvensional: Keunggulan dan Konflik Antar Moda Transportasi di Kota Makassar

The existence of online mode of transportation has attracted consumers’ attention, and therefore many switch from the use of conventional to online mode of transportation. The switch has become a trigger of conflict between drivers of conventional transportation, such as city transportation (angkot), taxi, motorbike (bentor), rickshaw (ojek pangkalan), and drivers of online transportation, such as Grab and Go-Jek. This artikel is focused on the existence and the conflict between these two mode of transportations in Kota Makassar. It was found that online transportation has become an alternative of transportation for society for a number of reasons: practicality, transparency, trustworthiness, security, insurance, features, discount and promotion rates, as well as new employment/part-time opportunities. The existence of online-based transportation has caused a conflict between the two. In one side, online transportation is considered to facilitate drivers and their passangers. On the other side, online transportation got criticised from drivers of conventional transportation due to the fact that the latter is being marginalised by the former. Conflict between the two is commonly base on operating lisence, colour of vehicle plate that significantly impacted on payment of taxes, passangers’ recruitment base, and competitive online transportation rates. The rate has becomeone of the advantages of online transportation as well as one of the source of conflicts between conventional and online transportation.

Do Sports Crowd Out Books? The Impact of Intercollegiate Athletic Participation on Grades

We investigate the influence of intercollegiate athletic participation on grades using data from the U.S. Naval Academy. Athletic participation is an endogenous decision with respect to educational outcomes. To identify a causal effect, we develop an instrument via the Academy’s random assignment of students into peer groups. Instrumental variable (IVs) estimates suggest that sports participation modestly reduces recruited athletes’ grades. This finding has implications beyond college, as we also show that grades—not athletic participation—are most strongly associated with postcollegiate outcomes such as military tenure and promotion rates.

Managers’ Political Beliefs and Gender Inequality among Subordinates: Does His Ideology Matter More Than Hers?

To explore whether managers’ beliefs and attitudes influence gender inequality among their subordinates, we theorize about the relationship between managers’ political ideology, situated on a liberal–conservative continuum, and differences in the hiring, work team selection, and promotion of male versus female subordinates, as well as how a manager’s gender moderates this relationship. We analyze novel microdata from the U.S. legal industry from 2007 to 2012 and find that large law offices whose partners are more liberal hire a larger percentage of female associates, that more-liberal partners are more likely to select female associates to be members of their client teams, and that associates whose supervising partners are more liberal have greater gender parity in promotion rates. Further, we find that the ideology of male partners is significantly more influential than the ideology of female partners in affecting these differences. We find little evidence that sorting on the part of higher-quality female associates drives the results.