Monday, April 3, 2017

Michelle Rogan, INSEAD/UNC Kenan-Flagler Business School

Up To No Good? Gender Differences In Promotions Following Participation In a Corporate Social Initiative

Time and Location: Time and Location: Time and Location: 3:00-4:30 PM, CERAS Building, 520 Galvez Mall, Stanford CA 94305 (Room 123)

co-authors: Christiane Bode and Jasjit Singh

The direct participation of employees in corporate social impact initiatives has been increasing as business firms seek different means to engage with society. To date, employee participation in social impact work has been assumed to benefit individual employees through skills development and career advancement within the firm. In contrast to this positive view, we propose that participation could also have negative effects to the extent that social impact work is considered a form of non-standard work. We anticipate that employees' participation in social impact work leads decision makers to question the employees' commitment to their careers, reducing their likelihood of promotion. Furthermore, because the female gender role stereotype is more congruent with social impact work, we expect that the promotion penalty will be greater for men than for women. A discrete hazard model of promotions of employees in a management consulting firm provides support for our arguments. Our findings suggest that whereas women are afforded greater latitude, men appear to face greater labor market constraints for engaging in social impact work than women. Thus, stereotypes regarding appropriate gender behaviors may limit men's abilities to contribute towards the social impact agendas of their firms.