Differences in employee evaluations due to gender bias may be small in any given rating cycle, but they may accumulate to produce large disparities in the number of women and men promoted to the top of an organization. A highly cited simulation by Martell et al. (1996) demonstrates this cumulative advantage process in a multilevel organization. We replicated this simulation to uncover important details about its operating assumptions, and we extended the simulation to examine a range of variables that may impact the cumulative effects of gender bias. The replication revealed that the male cumulative advantage in the Martell et al. simulation requires (a) decades of typical promotion cycles to produce, (b) constant mean differences in the performance ratings of women and men but equal within-group variances, and (c) attrition that occurs randomly at a low and constant rate. Our extended simulation demonstrates that (a) cumulative effects of gender bias are higher when the attrition rate is lower, (b) gender biases are mitigated when attrition is more strongly associated with good or poor performance, and (c) the cumulative effects of mean gender differences in performance ratings can often be smaller than the cumulative effects of variance differences between gender subgroups. Results suggest that talent development and recognition of high performers might have a greater positive impact on female representation at top levels of a firm than programs aimed at reducing bias in employee evaluations. We encourage additional simulation work that further explores the dynamics of cumulative advantage in employment settings. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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对职位晋升过程中的性别差异进行建模：马爹利等人的复制和扩展。 （1996）。


在任何给定的评级周期中，由于性别偏见而导致的员工评估差异可能很小，但累积起来可能会导致晋升到组织高层的女性和男性人数出现巨大差异。马爹利等人高度引用的模拟。 (1996) 展示了多层次组织中的这种累积优势过程。我们复制了这个模拟，以揭示有关其操作假设的重要细节，并且我们扩展了模拟，以检查可能影响性别偏见累积效应的一系列变量。复制结果表明，马爹利等人的男性累积优势。模拟需要（a）数十年的典型晋升周期来产生，（b）女性和男性绩效评级的平均差异恒定，但组内差异相等，以及（c）以较低且恒定的比率随机发生的人员流失。我们的扩展模拟表明，(a) 当员工流失率较低时，性别偏见的累积效应较高；(b) 当员工流失与绩效的好坏相关性更强时，性别偏见会减轻；(c) 平均绩效的累积效应绩效评级中的性别差异通常小于性别亚组之间方差差异的累积影响。结果表明，与旨在减少员工评估偏见的计划相比，人才发展和对高绩效员工的认可可能对公司高层的女性代表性产生更大的积极影响。我们鼓励额外的模拟工作，进一步探索就业环境中累积优势的动态。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。