Campero
Biographic Data
| ID | 39160 |
|---|---|
| NAME | Campero |
| FAMILY NAME | Campero |
| SIGNATURE | CAMPERO |
| AFFILIATIONS | HEC Montréal |
| ORCID | 0000-0001-8795-8972 |
| VERIFIED | Yes |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 32 |
| AUTHOR COUNT | 4 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2017 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 2 |
Racial disparities in the screening of candidates for software engineering internships
Internships are a common way for firms to hire college-educated workers, prompting concerns about how internship hiring affects various forms of inequality in the transition from school to work. Some of these concerns center on whether internships might be less accessible for workers from non-white racial groups. In this paper, I examine racial disparities in internship hiring and argue that, relative to full-time hiring, in internship hiring fir…
Hiring and Intra-occupational Gender Segregation in Software Engineering
Women tend to be segregated into different subspecialties than men within male-dominated occupations, but the mechanisms contributing to such intra-occupational gender segregation remain obscure. In this study, I use data from an online recruiting platform and a survey to examine the hiring mechanisms leading to gender segregation within software engineering and development. I find that women are much more prevalent among workers hired in softwar…
Gender Composition of Labor Queues and Gender Disparities in Hiring
Sex segregation across jobs is widespread. While numerous studies have investigated how hiring contributes to this phenomenon, scholars disagree on how the gender composition of the set of candidates that firms consider (labor queues) is related to gender disparities in hiring. Theories of gendered organizations posit that organizations will tend to disadvantage females across all jobs, including jobs where females predominate. Other theories sug…
Gender Sorting and the Glass Ceiling in High-Tech Firms
With few exceptions, studies have conceived of the glass ceiling as reflecting internal promotion biases. In this article, the authors argue that glass ceiling patterns can also be the result of external recruitment and hiring processes. Using data on people applying by means of the Internet for jobs at 441 small- and medium-sized high-tech firms, they find evidence that the glass ceiling is produced by both internal and external hiring processes…
Hiring and Intra-occupational Gender Segregation in Software Engineering
Women tend to be segregated into different subspecialties than men within male-dominated occupations, but the mechanisms contributing to such intra-occupational gender segregation remain obscure. In this study, I use data from an online recruiting platform and a survey to examine the hiring mechanisms leading to gender segregation within software engineering and development. I find that women are much more prevalent among workers hired in softwar…
Gender Sorting and the Glass Ceiling in High-Tech Firms
With few exceptions, studies have conceived of the glass ceiling as reflecting internal promotion biases. In this article, the authors argue that glass ceiling patterns can also be the result of external recruitment and hiring processes. Using data on people applying by means of the Internet for jobs at 441 small- and medium-sized high-tech firms, they find evidence that the glass ceiling is produced by both internal and external hiring processes…
Racial disparities in the screening of candidates for software engineering internships
Internships are a common way for firms to hire college-educated workers, prompting concerns about how internship hiring affects various forms of inequality in the transition from school to work. Some of these concerns center on whether internships might be less accessible for workers from non-white racial groups. In this paper, I examine racial disparities in internship hiring and argue that, relative to full-time hiring, in internship hiring fir…
Gender Sorting and the Glass Ceiling in High-Tech Firms
With few exceptions, studies have conceived of the glass ceiling as reflecting internal promotion biases. In this article, the authors argue that glass ceiling patterns can also be the result of external recruitment and hiring processes. Using data on people applying by means of the Internet for jobs at 441 small- and medium-sized high-tech firms, they find evidence that the glass ceiling is produced by both internal and external hiring processes…
Gender Composition of Labor Queues and Gender Disparities in Hiring
Sex segregation across jobs is widespread. While numerous studies have investigated how hiring contributes to this phenomenon, scholars disagree on how the gender composition of the set of candidates that firms consider (labor queues) is related to gender disparities in hiring. Theories of gendered organizations posit that organizations will tend to disadvantage females across all jobs, including jobs where females predominate. Other theories sug…
Hiring and Intra-occupational Gender Segregation in Software Engineering
Women tend to be segregated into different subspecialties than men within male-dominated occupations, but the mechanisms contributing to such intra-occupational gender segregation remain obscure. In this study, I use data from an online recruiting platform and a survey to examine the hiring mechanisms leading to gender segregation within software engineering and development. I find that women are much more prevalent among workers hired in softwar…
Racial disparities in the screening of candidates for software engineering internships
Internships are a common way for firms to hire college-educated workers, prompting concerns about how internship hiring affects various forms of inequality in the transition from school to work. Some of these concerns center on whether internships might be less accessible for workers from non-white racial groups. In this paper, I examine racial disparities in internship hiring and argue that, relative to full-time hiring, in internship hiring fir…
Political science (3 works) · Business (2 works) · Demographic economics (2 works) · Economics (2 works) · Gender Diversity and Inequality (2 works) · Labor market dynamics and wage inequality (2 works) · Psychology (2 works) · Social Psychology (2 works) · Aquatic ecosystem (1 works) · Aquatic Science (1 works)