Organizational Diversity Database: An Open Data Set on Firm Racial and Gender Composition

Published Online:https://doi.org/10.1287/stsc.2025.0393

References

  • Amornsiripanitch N, Gompers P, Hu G, Levinson W, Mukharlyamov V (2022) Failing just fine: Assessing careers of venture capital-backed entrepreneurs via a non-wage measure. NBER Working Paper No. 30179, National Bureau of Economic Research, Cambridge, MA.Google Scholar
  • Babina T, Fedyk A, He A, Hodson J (2024) Artificial intelligence, firm growth, and product innovation. J. Financial Econom. 151:103745.CrossrefGoogle Scholar
  • Becker GS (1971) The Economics of Discrimination, 2nd ed. (University of Chicago Press, Chicago).CrossrefGoogle Scholar
  • Bidwell M, Briscoe F, Fernandez-Mateo I, Sterling A (2013) The employment relationship and inequality: How and why changes in employment practices are reshaping rewards in organizations. Acad. Management Ann. 7(1):61–121.CrossrefGoogle Scholar
  • Boone C, Lokshin B, Guenter H, Belderbos R (2019) Top management team nationality diversity, corporate entrepreneurship, and innovation in multinational firms. Strategic Management J. 40(2):277–302.CrossrefGoogle Scholar
  • Campbell BA, Coff R, Kryscynski D (2012) Rethinking sustained competitive advantage from human capital. Acad. Management Rev. 37(3):376–395.CrossrefGoogle Scholar
  • Coff RW (1997) Human assets and management dilemmas: Coping with hazards on the road to resource-based theory. Acad. Management Rev. 22(2):374–402.CrossrefGoogle Scholar
  • Cullen Z, Perez-Truglia R (2023) The old boys’ club: Schmoozing and the gender gap. Amer. Econom. Rev. 113(7):1703–1740.CrossrefGoogle Scholar
  • Dobbin F, Kalev A (2021) The civil rights revolution at work: What went wrong. Annual Rev. Sociol. 47(1):281–303.CrossrefGoogle Scholar
  • Dobbin F, Kim S, Kalev A (2011) You can’t always get what you need: Organizational determinants of diversity programs. Amer. Sociol. Rev. 76(3):386–411.CrossrefGoogle Scholar
  • Ely RJ, Thomas DA (2001) Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Admin. Sci. Quart. 46(2):229–273.CrossrefGoogle Scholar
  • Gentry RJ, Harrison JS, Quigley TJ, Boivie S (2021) A database of CEO turnover and dismissal in S&P 1500 firms, 2000–2018. Strategic Management J. 42(5):968–991.CrossrefGoogle Scholar
  • Goldin C (2014) A grand gender convergence: Its last chapter. Amer. Econom. Rev. 104(4):1091–1119.CrossrefGoogle Scholar
  • Gottfried J (2024) Americans’ social media use. Pew Research Center (November 20), https://www.pewresearch.org/internet/fact-sheet/social-media/.Google Scholar
  • Hurst R (2023) Countervailing claims: Pro-diversity responses to stigma by association following the Unite the Right rally. Admin. Sci. Quart. 68(4):1094–1132.CrossrefGoogle Scholar
  • Imai K, Olivella S, Rosenman ET (2022) Addressing census data problems in race imputation via fully Bayesian Improved Surname Geocoding and name supplements. Sci. Adv. 8(49):eadc9824.CrossrefGoogle Scholar
  • Liu C (2021) Why do firms fail to engage diversity? A behavioral strategy perspective. Organ. Sci. 32(5):1193–1209.LinkGoogle Scholar
  • Luo H, Zhang L (2022) Scandal, social movement, and change: Evidence from #MeToo in Hollywood. Management Sci. 68(2):1278–1296.LinkGoogle Scholar
  • Mawdsley JK, Paolella L, Durand R (2023) A rivalry‐based theory of gender diversity. Strategic Management J. 44(5):1254–1291.CrossrefGoogle Scholar
  • Miller T, Del Carmen Triana M (2009) Demographic diversity in the boardroom: Mediators of the board diversity–firm performance relationship. J. Management Stud. 46(5):755–786.CrossrefGoogle Scholar
  • Page S (2008) The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies, New edition (Princeton University Press, Princeton, NJ).CrossrefGoogle Scholar
  • Phillips DJ (2005) Organizational genealogies and the persistence of gender inequality: The case of Silicon Valley law firms. Admin. Sci. Quart. 50(3):440–472.CrossrefGoogle Scholar
  • Rider CI, Sterling AD, Tan D (2016) Career mobility and racial diversity in law firms. Headworth S, Nelson RL, Dinovitzer R, Wilkins DB, eds. Diversity in Practice: Race, Gender, and Class in Legal and Professional Careers (Cambridge University Press, Cambridge, UK), 357–382.CrossrefGoogle Scholar
  • Rider CI, Wade JB, Swaminathan A, Schwab A (2023) Racial disparity in leadership: Evidence of valuative bias in the promotions of National Football League coaches. Amer. J. Sociol. 129(1):227–275.CrossrefGoogle Scholar
  • Siegel J, Pyun L, Cheon BY (2019) Multinational firms, labor market discrimination, and the capture of outsider’s advantage by exploiting the social divide. Admin. Sci. Quart. 64(2):370–397.CrossrefGoogle Scholar
  • Tilcsik A (2021) Statistical discrimination and the rationalization of stereotypes. Amer. Sociol. Rev. 86(1):93–122.CrossrefGoogle Scholar
  • Wu J (2026) A familiar face: Measuring visual similarity in venture capital. Strategy Sci., ePub ahead of print March 19, https://doi.org/10.1287/stsc.2025.0490.LinkGoogle Scholar
  • Zhang L (2017) A fair game? Racial bias and repeated interaction between NBA coaches and players. Admin. Sci. Quart. 62(4):603–625.CrossrefGoogle Scholar
  • Zhang L (2020) An institutional approach to gender diversity and firm performance. Organ. Sci. 31(2):439–457.LinkGoogle Scholar
  • Zhang L, Wang S (2026) The value of internal labor markets: Evidence from LinkedIn profiles and U.S. inventors. Amer. J. Sociol. 131(6):1345–1396.CrossrefGoogle Scholar
INFORMS site uses cookies to store information on your computer. Some are essential to make our site work; Others help us improve the user experience. By using this site, you consent to the placement of these cookies. Please read our Privacy Statement to learn more.