To get Great job, you need to get network contacts, I know the right people. You know the drill. But study today Works of the National Academy of Sciences It is suggested that the kind of network that works best for men is not enough for women.
Women should have access to information on key words in which men are not. And how can they Other women.
The study looked specifically for the graduates of the prestigious MBA program, using these students emails on the map of their social networks. (The program is not designed to protect the confidentiality of the student). For men and women in the program, the positions of high-ranking officials have correlated with their high-tech "high centralism", meaning social networking. These types of contacts provide useful information for job seekers, such as renting, what salaries are and what is the reputation of the company. But researchers found that high-profile women used an extraordinary characteristic: except for high centralism that they had access to general work information, they also had close-ups of other well-
The close circle of other women provides the decisive benefit of women seekers, which refer to the authors of the research as "gender-specific personal information and support." Does this mean that women are fine? Women's Leaders Respect Is this a hostile working environment? Is the company increasing the gender diversity? The authors of the study think that answering these questions helps women who are better suited to their work culture and are better negotiating. Men, on the contrary, should not worry so much about how potentially new jobs will be their hostility towards their gender.
"Most frankly, most jobs are still dominated by men and, therefore, such personal information that is important for women's assistance is not as important as men are moving forward," says the researcher of the Kellogg School of Management, Northwestern University, Brian Uezz , Lead author of research.
Of the Fortune 500 companies, only 25 women CEOs, by 2018, 5 percent less. Men in the dominant field meet all kinds of obstacles, not just the power positions, but once again to achieve them. Women are less likely to put men in their positions, compared to their mother and maternity leave, often asking more "feminine" tasks (such as work or secretariat work) to link their actual work with other gender inequalities.
"Women are smarter and women should pay more attention [than men do] Connect with people whose third party contacts are not related to them. "
Brian Uzi, Northwestern University
Oz and his assistants analyzed 728 students and two-grade workshops of 728 students who graduated from the MBA program in 2006 and 2007, all of which led to the workplace, so the researchers positioned the prestige and other factors. Of them, there were 542 people and 186 were women who approximated the findings of the researchers that women participate in the Quarter of Entrepreneurship.
Researchers have informed students and could reconstruct their social networks. They did this by comparing students to each other – more than 4.5 million messages. (Most likely back aufts, MBA grads are mainly communicated by email.) Emails are all anonymized and naked their content. But who watched someone else and how often they could get to know the connections and how strong they were.
They also had access to anonymous students' records to enable them to have differences, work experience and other relevant information. In addition, they conducted informal interviews with students.
They also found that men influenced by influential peers, who were ranked higher than 1.5 million times higher in the student body, than those who are less likely to be peers. Women with similar type of strong women were not even taken into the body of students. Women who have found the best jobs have had a strong connection between the body of the student and at least two or three women in the intimate circle.
Casey Fischer, professor of social computation at Colorado Boulder University, says conclusions about women who advocate other women's advice on her personal experience. "But we do not know why women have these networks and some are not", – he notes. "Are there any women who tried other women to think something different about them? That means they are more likely to get out."
The researchers talked about the attempts of the society to change their control, but they appreciated how much the students were interested in being in the sports team. As Fiesler noted, he was a very outgoing person, but would have scored low on this question.
But overall, he and other scientists WIRED talked about this research called it impressive. "I liked it, I thought it was a very interesting work like a good combination of good data and a random conclusion," says Christopher Ridley, a network researcher from the Northeast University, who was not involved in research.
Research conclusions, according to Riedl, are surprising, given the fact that network scientists have found that any "climatic networks" have a negative impact on people. "They can quite convincingly show that these cliquish networks [for women job seekers] I will add amazingly high contacts, one of my friends, friends and friends. I have not seen it else, "she says.
Conclusions provide interesting findings on how women can best approach to support career advancement. First of all, it strengthens the idea that women are the only networking opportunities for women. Moreover, there is a trend associated with affinity-group networking events and spaces, and one takeaway of this survey is that such groups are beneficial for women. However, Uzzi warns that these groups also threaten the isolator where the group has only one ties. It does not help people get ahead.
This study shows that women need only the inner circle And The larger, well connected network. Men use the same inner circle. So, as every men's bowling team can be a fun way for friends, it is not likely to have the same effect on men's job searching, as they say, all women's bowling leagues can.
In addition, Uz emphasizes that the inner circle that helps women have some unique features. First of all, relationships are quite intense, with each other's interaction and time spent. Secondly, women in each other's internal networks offer access to their wide networks that do not overlap. "Women are smarter and women should pay more attention [than men do] Connect with people whose third party contacts are not related to them, "Uzi adds.
So if a woman is reading this, you might be wondering: How can I support such diverse, well-connected internal circle supporters? Uji says what has led to the study of the most successful women's networks was some amount of randomness. Women have met many women who have created their own inner circle classes that are semi-random, who have not met in contact with them. Takeaway here is not just based on your immediate network, as well as your colleagues or college friends. They are probably familiar with all of them as you. Avoid being in situations where you have more women who will give you access to networks that are not otherwise. Organizations such as women-centered workplace Wing, did not like to provide exactly this.
"You have to make a standard type of network that everyone says is that you have to do it, but then there's something you'll be doing," says Riedl.
If it all sounds a lot, it's because that's it. Uzzi agrees to promote the kind of intense friendship that will help women advance their careers in extra effort that men should not be spending to get ahead. But it is an extra job and may have a cascade effect on achieving gender equality in corporate America, STEM professions and academies.
She says: "Women need two things, and men need only one, so everybody has a relationship with each other, a woman has a time to communicate between her contacts and her contact with her and her contacts. You have to divide the time, it is very wise to make a choice. "
For all women, the network is not enough. This study shows that women should be smart and different in the network. It sounds exhausted. But it's worth it.
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