Network diversity, contact diversity, and status attainment

We propose that diversity in social relations measured by network diversity and cross-race/cross-gender contacts affords job seekers higher contact status that in turn brings better status attainment outcomes. Controlling for traditional strength of tie measures and other confounders, the empirical study confirms that (1) network diversity in race and gender are significantly associated with actual utilization of cross-race/cross-gender contacts in job search, (2) use of cross-race/cross-gender contacts is significantly related to higher contact status for nonwhite and female job seekers, but (3) contact status (activated social capital) partially provides jobs of higher SEI scores for white job seekers. Similarly, male job seekers obtain better jobs through female contacts, but the same does not apply to female job seekers. These findings show relative return deficits of social capital experienced by racial minorities and females even when they exert extra effort to obtain heterogeneous social relations and contacts.

► Network diversity in race/gender is related to cross-race/cross-gender contacts. ► Contact diversity is related to higher contact status for nonwhites and females. ► Contact status provides jobs of higher SEI scores for white job seekers. ► Male job seekers obtain better jobs through female contacts. ► The findings show return deficits in social capital of nonwhites and females.