Notes on: Young, K., Goldman, S.,
and O'Connor, B. (2020). How White is the Global
Elite? An Analysis of Race, Gender and Network
Structure. Global Networks. 124.
https://doi.org/10.1111/glob.12309
Dave Harris
They intend to use network analysis to look into
relationships among elites and they are especially
interested in diversity of board members of 'large
corporations, think tanks, international
organisations, and transnational policy planning
groups'. They are also interested in the '"core –
periphery"' hypothesis, which predicts that
nonwhites and women will achieve elite positions
but will then be marginalised to the periphery,
leaving the core as 'significantly more white and
male'. White men actually increase in
representation in the core.
It is obviously important to look at the
composition of elites in terms of decision-making
and the setting of policies influence the global
economy. Members of boards forged ties across
organisations often through governing personnel
themselves. Corporations are connected also to
areas of governance which means they can inform
political strategies.
This article pursues an empirical examination
board of members of key organisations and their
interrelationship, the social networks as well as
simple head counts. They also evaluate the core
periphery hypothesis. They do this through
research methods involving constructing network
measures and other descriptive statistics.
They argue that the diversity of global elites
matter because 'the background of individuals has
the potential to inform their governing
behaviours' (3),[they cite a number of other
studies suggesting that the composition of leaders
action does matter]. Secondly diversity affects
organisation performance, so that 'greater gender
diversity… Is associated with positive effects on
organisational performance… Racial and gender
diversity within corporate management appears to
enhance the financial performance of firms'.
Thirdly there are issues of representation and
legitimacy, contentious political issues,
especially for corporations with global reach, and
organisations developed to insist on EDI. Fourth
the composition of global elites helps understand
globalisation and the distribution of wealth,
especially if networks produce variable and
unequal outcomes.
Factors affecting in-group solidarity can also
include being Protestant (in the USA) (4). There
can be changes over time as various groups
struggle to be included, and some marginalised
groups have indeed been included, including women,
blacks, and Jews.
The North Atlantic has been the centre of global
networks until recently, favouring
English-speaking. The rise of Japan in the 70s and
80s meant that Japanese corporate elites had to be
included into North Atlantic networks, and there
is now a shift of equilibria to the east, to
China, Southeast Asia and India, producing a
possible 'separate "East Asian" cluster', with
differential integration of elites into global
networks.
There are demographic shifts as well, including
some within national societies, including racial
and gender diversity and counter reactions to it.
The actual state of diversity is still relatively
unknown.
It is still difficult to study the dynamics of
elites especially forms of inclusion and
exclusion. Changes of diversity are slightly
easier, including the inclusion of particular
minority groups such as Jews, blacks and women
[lots of references], but they measure diversity
in terms of total numbers, and usually only within
American corporations. The study looks at a
broader terrain.
Race and gender specifically have been analysed in
'a few exemplary studies' [cited on 5], but only
one has focused on diversity within the global
elite — a study of attendance at conferences of
the Trilateral Commission over time. This is still
only one of 10 transnational policy planning
groups. It did find that 'women and nonwhites are
generally excluded from the inner circle', defined
as those with long attendance records.
They use network analysis and focus on the elite
corps or inner circle, that 'group of individuals
who not only have superordinate control over
resources at their command… But who also occupy an
especially prominent place within a neat social
networks'. This core helps maintain the class
identity with the elite, because it relates to the
management of particular capitals — so the
interests of Walmart is 'moderated by the interest
of capital in general'. The same goes for
corporations political roles, which takes the form
of 'moderate and pragmatic political views… [Which
protect]… The status quo'. There is a higher
degree of coordination among the inner circle,
shown by studies which include 'elite sociality'.
We can also make core- periphery distinctions and
many studies have [lots of references 6]. The core
is useful in establishing 'social exclusion and
insider-ism that pervades social life'.
We can assess how 'proportionately representative'
different race and gender groups are. White males
can expected to be the most well represented with
the strongest mechanisms of in group solidarity,
reflecting their historic dominance. It's easy to
think that white males social networks
marginalised blacks or East Asian females. There
may be incentives for tokenism, however or 'other
strategic considerations', or even genuine changes
in norms. The dynamics may be complex.
However it is unlikely that the inner circle
change, and they have been shown to be resilient
in earlier studies. Corporate organisations and
their networks do very across countries [loss of
references to Scott 1991 here] and there are
specific studies on Chinese Latin American or
Anzac elites. Studies of the North Atlantic found
some similar properties — a study in the notes
compared network properties to random networks in
order to measure 'how "clubby"' elite networks
were. They found no substantial difference with
ordinary board members, but there was more
difference among those corporate board members on
multiple boards.
They started their study by collecting globally
powerful organisations as above. They chose a top
list of global corporations by looking at total
revenue rather than assets, in order to avoid
overemphasis on financial corporations. They
included 30 corporations. They chose think tanks
according to their assessment of the role played —
they ended with the 'most prestigious 30 think
tanks in the world' using some 'widely used'
league table produced by the Lauder Institute at
the University of Pennsylvania. They looked at
transnational planning groups like the World
Economic Forum and the Trilateral Mission which
have an important role and included the boards of
the 10 most prominent ones, drawing on 'existing
scholarship'. They added the governing boards of
six major international organisations, things like
the Bilderberg Conference, and various Round
Tables, and various NGOs, especially the top 10
globally ranked 2015. They collected the boards of
all these organisations through annual reports and
then searched websites and others for their
personal connections. Overall they had 96
organisations, possibly over representing certain
regions of the world, but nevertheless those with
the global remit. They are aware that they chose
organisational leaders rather than other members
of elites such as extreme wealth holders who do
not appear on governing boards. Overall it's a
larger sample than in previous elite stones.
They ended with 1600 key individuals and explored
the networks among them as a base network. They
have probably underrepresented the number of ties.
There were some quality checks, checking on
ambiguity and doublechecking. They admit degrees
of error nonetheless. They identified modes and
individuals, and 'edges' which connect individuals
to organisations, producing both a base
organisational network and an extended
organisation network. They analysed the network in
terms of statistics such as density, average path
length, modularity and transitivity. [Table on 10
— generally the extended organisational network
had far more nodes and edges, but slightly lower
path lengths modularities and transitivities — but
much lower density]
They coded the race of members using 'standardised
headshot pictures', recognising that perceptions
can vary and that these categories are subjective.
Other work use different codes, some referring to
local context. They used 'the most generalisable
categories that could be reliably coded' they did
intercoder reliability checks on their
classifications and found reliability to be high
[the categories were black, East Asian, Hispanic
Middle Eastern, South Asian, and white — white men
were 54.5 of the elite, East Asian women 1.64%,
Black men 4.15%, Black women 2.45%.Lowest of all
-- Hispanic women 0.44%.. They estimated gender
through head shots as well, with known risks.
They then conducted a 'k– coring exercise' A
k-core. 'Is composed of all of the notes that
continue to be included in a network, when only
those with at least K connections are included'
(12). So if we are interested in a '4 – core'
network, we eliminate all nodes with three or
fewer connections. [The point is we can then see
set of individuals on the boards of four or more
organisations]. They do the analysis for different
values of K and found that the maximum K score was
2 for the base organisational network, 43 highly
interconnected individuals, and for the extended
organisational network, the value was 4, with 151
highly interconnected individuals. [The graph
shows gender differences as well, with
understandably more male representatives than
female, except for Black, Middle Eastern and South
Asian groups, where they are quite close. White
members have quite different results].
White males are clearly the dominant group and
their representation increases as the K score
increases, in other words as we move from
periphery to core. White women are the second
highest represented group, but their
representation declines as the K score increases,
indicating that it is a combination of race and
gender that excludes them relatively.
Nonwhite categories, all individuals, whether male
or female decrease as the K score increases with
the base organisational network, and for the
extended organisational network this is still
true, despite some marginal increases from 3 to 44
black men and East Asian men this is 'a
double-edged sword' — with small numbers of
individuals we might find increasing diversity,
but small numbers also mean 'lower confidence in
observed variance' (13).
We can develop more tests, allowing for the fact
that we have different sizes of board —
[otherwise, apparently there is a risk of 'seeing
individuals on large boards as more highly
connected than individuals on small boards
regardless of their degree of collectivity across
organisations'] (14). Instead they use a weighting
method, increasing the weighting of size across
organisations compared to ties within an
organisation — to individuals that common size
across all our organisations of a weight of four,
whereas ties within one organisation are given a
weight of one. This helps recalculate minimal
distance parts, since the latter have less path to
travel [and there's something about edge weights
which I don't follow]
Absolutely superb network diagram, a colourful
cluster ensues on page 15, using new methods to
examine the core periphery structure of the
network. They are lovely! These network analyses
have been used in studies other than elite
networks, like global trade networks or US airport
straight analysis again it seems a matter of using
information from 'weighted edges to ascertain the
backbone of the network'. Yet another method has
been used to study the Danish elite and 'conforms
extremely well to notions of an "inner circle"' on
the basis of multiple ties and also structural
properties of the network, minimal distance parts
resulting in a score given to individuals who can
reach other individuals more efficiently —
reachability here involves 'inverted edge
weights'.
They are happy that these beautiful diagrams show
that 'white men are the only group with
substantially higher representation in the core
than the periphery' (16 – 17). There are
exceptions — black women either hold the same
level of representation in the core and periphery
or else increase their representation in the core'
(17) although this is not consistent across the
different methods. Also 'the relative change for
white women is very small' using one method, but
'more evident' using other methods.
They investigated the consistency of results
across the methods by trying them out on their
base organisational network, amended and reduced
to those with only two connections. This would
assess the robustness of their findings. They used
a different way to depict change in the core to
the periphery, 'averaged across the three core
periphery methods' (18) used in the above section.
There is more variability here with directional
consistency for some groups, but not all. East
Asian women and white women are less well
represented in the core. White men are increased
in representation, in a consistent result.
Inconsistencies might be produced by smaller
numbers of individuals of the women.
There is still a need for further research,
especially on 'racial homophily and the operation
of gender norms in professional life' (20).
There are other elite attributes such as 'age,
elite education and skin tone' which mark status.
There may be changes underway, including in the
geography of wealth. There is need to investigate
the causal mechanism underlying these dynamics.
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