ABSTRACT
Social network studies on status attainment have proffered the knowledge of how social capital can explain additional variation in job search outcomes in the labor market (Granovetter 1973, 1982, 1995; Lin 1982, 1999b, 2001c; Montgomery 1991; Rees 1966). However, the benefit of social capital is not equally distributed among social groups. Empirical studies also showed that networks, when they are segregated, are significantly associated with systematic inequality in status attainment outcomes in labor market, in particular along the demarcation lines of race and gender (Beggs and Hurlbert 1997; Braddock and McPartland 1987; Fernandez and Sosa 2005; Korenman and Turner 1996; Royster 2003; Seidel, Polzer and Stewart 2000; Vallas 2003; Wilson 1996). Research interest in diverse networks and their impacts on labor market outcomes have been formed quite recently. Specifically, the effects of diverse ties for nonwhites and females on referrals, hires, wages, promotions and turnovers have been studied among network researchers roughly from the early 2000s (e.g., Day and McDonald 2010; Fernandez and Fernandez-Mateo 2006; Huffman and Torres 2002; Kmec 2007; Kmec and Trimble 2009; Stainback 2008).
