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- Holgersson, Charlotte, et al.
(författare)
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Executive search as ethnosociality : A cross-cultural comparison
- 2016
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Ingår i: International Journal of Cross Cultural Management. - : SAGE Publications. - 1470-5958 .- 1741-2838. ; 16:2, s. 153-169
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Tidskriftsartikel (refereegranskat)abstract
- In this article, we explore how executive search consultants in Austria, Finland and Sweden address ethnicity. Our findings suggest that while consultants working in these different sociocultural settings may attribute different meanings to ethnicity, they share a tendency to evade questions of ethnicity with regard to the search process. We specify three discursive practices that serve to eliminate questions of ethnicity from executive search: constructing whiteness as self-evident, constructing varieties of whiteness (articulating deficiency and lack for those not belonging to Us), and distancing responsibility for the current situation to clients and society. In view of these findings, we argue that executive search can be understood as an arena for ethnosociality that stops cultural diversity at the door of management suites and serves to undermine efforts to promote cross-cultural understanding in organizations. Our study indicates that sustaining whiteness as a privileged ethnicity takes multiple forms. While executive search consultants play an important role in these processes, it is suggested that they inherit a more fundamental problem in society and they have few opportunities to change the ethnic status quo at the top.
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- Novikova, G, et al.
(författare)
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Integration of Alzheimer's disease genetics and myeloid genomics identifies disease risk regulatory elements and genes
- 2021
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Ingår i: Nature communications. - : Springer Science and Business Media LLC. - 2041-1723. ; 12:1, s. 1610-
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Tidskriftsartikel (refereegranskat)abstract
- Genome-wide association studies (GWAS) have identified more than 40 loci associated with Alzheimer’s disease (AD), but the causal variants, regulatory elements, genes and pathways remain largely unknown, impeding a mechanistic understanding of AD pathogenesis. Previously, we showed that AD risk alleles are enriched in myeloid-specific epigenomic annotations. Here, we show that they are specifically enriched in active enhancers of monocytes, macrophages and microglia. We integrated AD GWAS with myeloid epigenomic and transcriptomic datasets using analytical approaches to link myeloid enhancer activity to target gene expression regulation and AD risk modification. We identify AD risk enhancers and nominate candidate causal genes among their likely targets (including AP4E1, AP4M1, APBB3, BIN1, MS4A4A, MS4A6A, PILRA, RABEP1, SPI1, TP53INP1, and ZYX) in twenty loci. Fine-mapping of these enhancers nominates candidate functional variants that likely modify AD risk by regulating gene expression in myeloid cells. In the MS4A locus we identified a single candidate functional variant and validated it in human induced pluripotent stem cell (hiPSC)-derived microglia and brain. Taken together, this study integrates AD GWAS with multiple myeloid genomic datasets to investigate the mechanisms of AD risk alleles and nominates candidate functional variants, regulatory elements and genes that likely modulate disease susceptibility.
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- Tienari, J., et al.
(författare)
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And then there are none : On the exclusion of women in processes of executive search
- 2013
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Ingår i: Gender in Management. - : Emerald. - 1754-2413 .- 1754-2421. ; 28:1, s. 43-62
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Tidskriftsartikel (refereegranskat)abstract
- Purpose: The purpose of this paper is to explore the ways in which gender is "done" in executive search. The authors uncover how the ideal candidate for top management is defined in and through search practices, and discuss how and why women are excluded in the process. Design/methodology/approach: The study is based on in-depth interviews with male and female Austrian, Finnish and Swedish executive search consultants. The authors study the ways in which consultants talk about their work, assignments, clients, and candidates, and discern from their talk descriptions of practices where male dominance in top management is reinforced. Findings: The ways in which gender is "done" and women are excluded from top management are similar across socio-cultural contexts. In different societal conditions and culturally laden forms, search consultants, candidates and clients engage in similar practices that produce a similar outcome. Core practices of executive search constrain consultants in their efforts to introduce female candidates to the process and to increase the number of women in top management. Research limitations/implications: The study is exploratory in that it paves the way for more refined understandings of the ways in which gender plays a role in professional services in general and in practices of executive search in particular. Practical implications: Unmasking how gender is woven into the executive search process may provide openings for "doing" gender differently, both for consultants and their clients. It may serve as a catalyst for change in widening the talent pool for top management. Originality/value: Research on gendered practices in executive search is extremely rare. The study provides new insights into this influential professional practice and its outcomes.
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