One strategy for promoting female leaders in science and technology professions is to appoint more women to the committees that select leaders. Unfortunately, evidence from other settings, such as committees for selecting judges or professors, suggests this approach does not work. We use a natural experiment to test the idea that organizational norms supporting gender diversity are necessary for representation on “selectorates” to promote gender diversity among leaders in science and technology. Our empirical setting is the standard-setting organization that develops key protocols for Internet hardware and software. We find that when more women are randomly selected for the committee that appoints the organization's leaders, the committee appoints more female leaders, but only after a set of interventions meant to increase members' awareness of the benefits of gender diversity.

中文翻译：

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代表性不足以选择性别多样性

提升科技行业女性领导者的一项策略是任命更多女性进入选举领导者的委员会。不幸的是，来自其他环境的证据，例如选择法官或教授的委员会，表明这种方法行不通。我们使用自然实验来检验这样一种观点，即支持性别多样性的组织规范对于“选举团”中的代表性以促进科技领导者的性别多样性是必要的。我们的经验设定是为互联网硬件和软件开发关键协议的标准制定组织。我们发现，当更多的女性被随机选入任命组织领导人的委员会时，委员会就会任命更多的女性领导人，但前提是采取一系列旨在提高成员对性别多样性好处的认识的干预措施。