Minority CEOs Research Articles

Above the glass ceiling: When are women and racial/ethnic minorities promoted to CEO?

Using a dataset of all CEO transitions in Fortune 500 companies over a 15-year period, we analyze mechanisms that shape the promotion probabilities and leadership tenure of women and racial/ethnic minority CEOs. Consistent with the theory of the glass cliff, we find that occupational minorities—defined as white women and men and women of color—are more likely than white men to be promoted CEO of weakly performing firms. Though we find no significant differences in tenure length between occupational minorities and white men, we find that when firm performance declines during the tenure of occupational minority CEOs, these leaders are likely to be replaced by white men. We term this phenomenon the “savior effect.” © 2013 John Wiley & Sons, Ltd.

That Should Be Me: How Minority CEOs Get Blamed for Low Firm Performance by Other CEOs & Journalists

This study explores the potential for social discrimination in the attributions that top executives make about the performance of other firms with minority CEOs in their communications with journal...

Beyond the Glass Ceiling to the Glass Cliff? Analyzing the Promotion of Racial/Ethnic Minority CEOs

While racial and ethnic minorities remain underrepresented in leadership positions in work organizations, the proportion of people of color heading America’s largest companies has grown in recent y...

GENDER AND DIVERSITY IN ORGANIZATIONS Conference Paper Abstracts.

Academy of Management Annual Meeting Proceedings includes abstracts of all papers and symposia presented at the annual conference, plus 6-page abridged versions of the “Best Papers” accepted for inclusion in the program (approximately 10%). Papers published in the Proceedings are abridged because presenting papers at their full length could preclude subsequent journal publication. Please contact the author(s) directly for the full papers. ArticlesGENDER AND DIVERSITY IN ORGANIZATIONS Conference Paper Abstracts.Published Online:13 Dec 2017https://doi.org/10.5465/ambpp.2003.13793011AboutSectionsPDF/EPUB ToolsDownload CitationsAdd to favoritesTrack Citations ShareShare onFacebookTwitterLinkedInRedditEmail AbstractThis article presents abstracts of several studies related to gender and diversity in organizations. Myrtle P. Bell, K. Matthew Gilley and Joseph E. Coombs considered the effects of women and minority CEOs and directors on organizational diversity performance. Patricia J. Ohlott and colleagues reviewed the literature on social identity, conflict and negotiation, leadership, and cultural differences, to identify potential leadership strategies for preventing, resolving, and managing identity-based conflicts. Joseph Ofori-Dankwa and Scott D. Julian proposed the notion of diversity and similarity curves to capture the simultaneous interaction of demographic diversity and value congruence variables on conflict and creativity in an organizational context. Derek R. Avery and Kecia M. Thomas integrated research from several literatures leading to a model relating content and contact to the acquisition of Diversity Management Competency. Donna Maria Blancero and Robert Gregory DelCampo reported on trends in the psychological contracts of Hispanic Business Professionals. Elizabeth Mary Wilson investigated organizations described as positive for women, drawing on seven case studies in Great Britain, from both the private and public sectors.FiguresReferencesRelatedDetails Vol. 2003, No. 1 Permissions Metrics in the past 12 months History Published online 13 December 2017 Published in print 1 August 2003 InformationCopyright of Academy of Management Journal is the property of Academy of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder’s express written permission. However, users may print, download, or email articles for individual use.KeywordsDIVERSITY in the workplaceLEADERSHIPGROUP identityWOMEN employeesPERSONNEL managementDownload PDF