ABSTRACT
Both researchers and the public have an interest in how interaction patterns between the sexes influence the job acquisition process and promotion opportunities of individuals. In the last twenty years or so, buzz phases such as "old boy network," "new girl network," "networking," and most recently "sisterhood betrayal" reflect this interest. These nebulous, common-sense notions continue to characterize most people's understanding of informal recruitment processes. Yet recently, some empirical work on same-gender and cross-gender networks has contributed to our growing understanding of the relationship between informal recruitment (that is, employee and business referrals) and de facto sexual discrimination.
