职业等级中性别偏见与同质性的数学模型
Mathematical model of gender bias and homophily in professional hierarchies
摘要：
随着时间的推移，妇女在商业、学术和政府中的代表性越来越好，但在最高领导层仍然缺乏妇女。社会学家将妇女在职业等级中的漏升归因于各种文化和心理因素，如自我隔离和偏见。在这里，我们提出了一个最小的数学模型，揭示了偏见和同质性（自我寻求）可能发挥的相对作用，在提升妇女通过专业层次。与以前的模型不同，我们的新模型预测性别平等并非不可避免，可能需要故意干预才能实现多个领域的性别平衡。为了验证该模型，我们分析了一个新的数据库的性别分馏随着时间的推移，为16个专业层次。我们量化了每个专业等级中的同质性和偏见程度，并提出了具体的干预措施，以更快地实现性别平等。
英文摘要：
Women have become better represented in business, academia, and government over time, yet a dearth of women at the highest levels of leadership remains. Sociologists have attributed the leaky progression of women through professional hierarchies to various cultural and psychological factors, such as self-segregation and bias. Here, we present a minimal mathematical model that reveals the relative role that bias and homophily (self-seeking) may play in the ascension of women through professional hierarchies. Unlike previous models, our novel model predicts that gender parity is not inevitable, and deliberate intervention may be required to achieve gender balance in several fields. To validate the model, we analyze a new database of gender fractionation over time for 16 professional hierarchies. We quantify the degree of homophily and bias in each professional hierarchy, and we propose specific interventions to achieve gender parity more quickly.
机构、总结、中文摘要均由AI分析而来，可能存在错误，请以论文正文为准。
