LEADER 04268nam 22006135 450 001 9910392727103321 005 20200630112443.0 010 $a981-15-0878-X 024 7 $a10.1007/978-981-15-0878-3 035 $a(CKB)4100000011223325 035 $a(MiAaPQ)EBC6186864 035 $a(DE-He213)978-981-15-0878-3 035 $a(PPN)243759592 035 $a(EXLCZ)994100000011223325 100 $a20200428d2020 u| 0 101 0 $aeng 135 $aurcnu|||||||| 181 $ctxt$2rdacontent 182 $cc$2rdamedia 183 $acr$2rdacarrier 200 14$aThe Network Trap$b[electronic resource] $eWhy Women Struggle to Make it into the Boardroom /$fby Meryl Bushell, Kim Hoque, Deborah Dean 205 $a1st ed. 2020. 210 1$aSingapore :$cSpringer Singapore :$cImprint: Springer,$d2020. 215 $a1 online resource (145 pages) 225 1 $aWork, Organization, and Employment,$x2520-8837 311 $a981-15-0877-1 327 $aChapter 1: The ?problem? of women on corporate boards -- Chapter 2: Explaining the lack of women in the boardroom: social capital and networking -- Chapter 3: The role of social capital and networking in board selection processes -- Chapter 4: Human capital theory, preference theory, attribution theory and self-efficacy -- Chapter 5: Gender differences in social capital and networking -- Chapter 6: Are women less willing and able to leverage their social capital? -- Chapter 7: Discussion and conclusion. 330 $aAs we begin the third decade of the twenty-first century, women have entered the workplace in unprecedented numbers, are now outperforming men in terms of educational qualifications, and are excelling across a range of professional fields. Yet men continue to occupy the positions of real power in large corporations. This book draws on unique, unprecedented access to Chairs of FTSE 350 Chairs, boardroom aspirants and executive head-hunters, to explain why this is the case. The analysis it presents establishes that the relative absence of women in boardroom roles is not explained by their lack of relevant skills, experience or ambition, but instead by their exclusion from the powerful male-dominated networks of key organisational decision-makers. It is from within these networks that candidates are sourced, endorsed, sponsored, and championed. Yet women?s efforts to penetrate these networks are instead likely to trap them into network relationships that will be of little value in helping them to fulfil their career aspirations. The analysis also identifies why women struggle to gain access to these networks, and in doing so, it demonstrates that the network trap in which women find themselves will not be overcome simply by encouraging them to change their networking behaviours. Instead, there is a need for a fundamental reconsideration of how boardroom recruitment and selection is conducted and regulated, to ensure the development of a more open, transparent and equitable process. . 410 0$aWork, Organization, and Employment,$x2520-8837 606 $aDiversity in the workplace 606 $aWomen 606 $aSuccess in business 606 $aCareers 606 $aDiversity Management/Women in Business$3https://scigraph.springernature.com/ontologies/product-market-codes/517060 606 $aWomen's Studies$3https://scigraph.springernature.com/ontologies/product-market-codes/X35040 606 $aCareers in Business and Management$3https://scigraph.springernature.com/ontologies/product-market-codes/517020 615 0$aDiversity in the workplace. 615 0$aWomen. 615 0$aSuccess in business. 615 0$aCareers. 615 14$aDiversity Management/Women in Business. 615 24$aWomen's Studies. 615 24$aCareers in Business and Management. 676 $a650.13 700 $aBushell$b Meryl$4aut$4http://id.loc.gov/vocabulary/relators/aut$0860164 702 $aHoque$b Kim$4aut$4http://id.loc.gov/vocabulary/relators/aut 702 $aDean$b Deborah$4aut$4http://id.loc.gov/vocabulary/relators/aut 801 0$bMiAaPQ 801 1$bMiAaPQ 801 2$bMiAaPQ 906 $aBOOK 912 $a9910392727103321 996 $aThe Network Trap$91919261 997 $aUNINA