BrandsR.Fernandez-MateoI. (2017). Leaning out: How negative recruitment experiences shape women’s decisions to compete for executive roles. Administrative Science Quarterly, 62(3), 405–442.
2.
FeldbergA. C. (2022). The task bind: Explaining gender differences in managerial tasks and performance. Administrative Science Quarterly, 67(4), 1049–1092. https://doi.org/10.1177/00018392221124607
3.
GoffmanE. (1963). Stigma: Notes on the management of spoiled identity. Simon & Schuster.
4.
RayV. (2019). A theory of racialized organizations. American Sociological Review, 84(1), 26–53.
5.
ReskinB.RoosP. (1990). Job queues, gender queues: Explaining women’s inroads into male occupations. Temple University Press.
6.
RidgewayC. L.CorrellS. J. (2004). Unpacking the gender system: A theoretical perspective on gender beliefs and social relations. Gender and Society, 18(4), 510–531.
7.
RiveraL. (2012). Hiring as cultural matching: The case of elite professional service firms. American Sociological Review, 77(6), 999–1022.
8.
RosetteA. S.Ponce de LeonR.KovalC. Z.HarrisonD. A. (2018). Intersectionality: Connecting experiences of gender with race at work. Research in Organizational Behavior, 38, 1–22.
9.
StephensN. M.MarkusH. R.PhillipsL. T. (2014). Social class culture cycles: How three gateway contexts shape selves and fuel inequality. Annual Review of Psychology, 65(1), 611–634.
10.
TurcoC. J. (2010). Cultural foundations of tokenism: Evidence from the leveraged buyout industry. American Sociological Review, 75(6), 894–913.
11.
WaltonG. M.LogelC.PeachJ. M.SpencerS. J.ZannaM. P. (2015). Two brief interventions to mitigate a “chilly climate” transform women’s experience, relationships, and achievement in engineering. Journal of Educational Psychology, 107(2), 468–485.