Fathers and Work Family Balance: Mix Methods for Understanding Fatherhood Involvement and Enrichment Experiences with Marc Grau-Grau

April 20, 2017

Although there is still a gender division of labor in post-industrial countries, evidence seems to suggest that there is a growing number of fathers that want to be more involved with their children. Using a Time Use Survey, this seminar analyzes how paternal time devoted to children under 10 years old differs across educational level, income, age, number of paid working hours, occupation, and partner’s occupation, among other independent variables. Understanding patterns of fathers, who are more involved with their children, will presumably give some clues on how to promote gender equality in parenting. Furthermore, while research shows that fatherhood involvement is positively related with child outcomes and gender equality, less is known about the benefits of having both work and family roles for working fathers themselves and their jobs. Using the conceptual framework of work-family enrichment, Marc Grau-Grau explores how resources developed at home are positively transferred and applied at work.

Marc Grau-Grau, WAPPP Fellow; PhD Candidate in Social Policy, School of Social and Political Science, University of Edinburgh 

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Inclusive Talent Management: How Business Can Thrive in an Age of Diversity with Stephen Frost

March 30, 2017

Organizations traditionally have had a clear distinction between their policies on diversity and inclusion and their talent management. The main driving force behind diversity and inclusion has been being seen to be a good employer, to be able to make claims in the annual report and to feel as though a positive contribution is being made to society. On the other hand, talent management activities have been driven by a real business need to ensure that the organization has the right people with the right skills in the right place to drive operational success. Steve Frost’s latest book, Inclusive Talent Management,  aligns talent management and diversity and inclusion, offering a fresh perspective on why the current distinction between them needs to disappear.

In this seminar, Steve uses case studies from internationally recognised brands such as Goldman Sachs, Unilever, KPMG, Hitachi, Oxfam and the NHS, to show that to achieve business objectives and gain the competitive advantage, it is imperative that organizations take an inclusive approach to talent management. He puts forward a compelling and innovative case, raising questions not only for the HR community but also to those in senior management positions, providing the practical steps, global examples and models for incorporating diversity and inclusion activities into talent management strategy. 

Stephen Frost, WAPPP AY14 Fellow; Founder and Principal, Frost Included

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The Gender Wage Gap: Extent, Trends, and Explanations with Francine Blau

March 23, 2017

Using data from the 1980-2010 time period, Francine Blau provides new empirical evidence on the extent of and trends in the gender wage gap, which declined considerably over this period.  By 2010, conventional human capital variables taken together explained little of the gender wage gap, while gender differences in occupations and industries continued to be important. Moreover, the gender pay gap declined much more slowly at the top of the wage distribution that at the middle or the bottom and, by 2010, was noticeably higher at the top. Francine also uses the literature to identify what has been learned about the explanations for the gap, considering the role of human capital and gender roles, gender differences in occupations and industries, gender differences in psychological attributes, and labor market discrimination against women.

 

Francine Blau, Frances Perkins Professor of Industrial and Labor Relations and Professor of Economics, Department of Economics, ILR School, Cornell University

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Can Financial Incentives Reduce the Baby Gap? Evidence from a Reform in Maternity Leave Benefits with Anna Raute

March 16, 2017

Over the past five decades, women's educational attainment and labor market participation have increased tremendously. At the same time, many developed countries have faced decreasing birth rates and below replacement fertility levels. All OECD countries, except the US, now provide paid parental leave in order to facilitate family and career compatibility and lower the cost of childbearing. Drawing on insights from a major reform of parental leave benefits in Germany, this seminar explores whether earnings dependent parental leave benefits have a positive impact on fertility, and whether they are successful at narrowing the baby gap between high educated (high earning) and low educated (low earning) women.

Anna Raute, WAPPP Fellow; Assistant Professor in Economics, University of Mannheim

 

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Barriers to Female Leadership: Does Race Matter? with Laurie Rudman

March 9, 2017

In this seminar, Laurie Rudman discusses the importance of understanding negative reactions to female leadership in the context of the 2016 election. She presents recent findings, which suggest that White women are more likely to incur backlash compared with Black women.

Laurie Rudman, Professor, Department of Psychology, Rutgers University

 

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Why Are Women Underrepresented as Leaders? Two Ideas from Recent Psychological Research with Francesca Gino

February 23, 2017

Despite efforts aimed at gender equality in positions of power, women are underrepresented in most high-level positions in organizations. Recent data suggests that less than 5% of Fortune 500 CEOs are women, less than 15% of executive officers, and less than 20% of full professors in the natural sciences. In this seminar, Francesca Gino discusses recent research that sheds light on the question of why women are underrepresented in top leadership positions. She explores work that shows that men and women view professional advancement differently, and their views affect their interest and decisions to climb the organizational ladder. Francesca presents cross-cultural data that speaks to this issue. Additionally, she explores work from a second study that demonstrates that men and women have different preferences when it comes to the future.

Francesca Gino, Tandon Family Professor of Business Administration, Harvard Business School 

 

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Estimating Income Inequality from Binned Incomes with Paul von Hippel

February 2, 2017

Researchers studying the gender wage gap often analyze data that puts income into bins, such as $0-10,000, $10,000-20,000, and $200,000+. Many methods have been used to analyze binned incomes, but few have been evaluated for accuracy. In this seminar, Paul von Hippel compares and evaluates three methods: the multi-model generalized beta estimator (MGBE), the robust Pareto midpoint estimator (RPME), and the spline CDF estimator. He finds that the MGBE and RPME produces comparable results, while the spline CDF estimator is much more accurate. Paul has implemented all three methods in software for Stata and R.

Paul von Hippel, Associate Professor of Public Affairs, Lyndon B. Johnson School of Public Affairs, The University of Texas at Austin

 

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On Her Account: Can Strengthening Women’s Financial Control Boost Female Labor Supply? With Simone Schaner

December 1, 2016

Across the world, the increasing use of digital payments for government to person transactions for social programs has provided an entry point for the world’s poor into the formal financial sector. This phenomenon begs the question: how can governments best leverage this opportunity to enable economic empowerment for women? This seminar explores research that uses a randomized controlled trial to assess how financial inclusion coupled with targeted benefit payments impact women's labor force participation and economic welfare in India.

Simone Schaner, Assistant Professor of Economics, Department of Economics, Dartmouth College

 

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The History of the ‘Mommy Track’ with Elizabeth Singer

November 10, 2016

As women began to fill the ranks of management in the 1980s, the impact of motherhood on an individual’s career trajectory and the corporate balance sheet became a source of debate among feminists and business leaders. In this seminar, Elizabeth Singer More examines the “mommy track” argument that some feminists, most prominently Felice Schwartz of Catalyst, claimed would save businesses money by working to retain white-collar women. Schwartz hoped this argument would persuade businesses to provide benefits, such as flex-time and paid maternity leave, which they had resisted providing for years. But there were two significant costs to the “mommy track” argument. The first was the possibility that mothers who did not want to be on a decelerated career track would be involuntarily sidelined. The second was that by basing a claim for treating mothers as valued employees on the company’s profit interest alone, feminists risked losing the standing to demand rights and benefits that did not directly benefit the bottom line.

Elizabeth Singer More, WAPPP Fellow; Lecturer on History and Literature; Lecturer on Studies of Women, Gender, and Sexuality, Harvard University

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Blurring the Boundaries Between the Social and Commercial Sectors with Lakshmi Ramarajan

September 22, 2016

This seminar explores how gender is enacted by founders of social ventures. In particular, Lakshmi Ramarajan looks at how female social venture founders conform to cultural beliefs about gender-appropriate activities and how this conformity may be reinforced or disrupted by characteristics of the environment in which they are embedded. She argues that the trend towards the use of commercial activities in social ventures is inconsistent with cultural beliefs about gender for female founders of social ventures. Using data on 590 new U.S.-based social ventures during 2007-2008, Ramarajan examined the conditions under which commercial activities are more or less likely to be used by female founders. Results show that female founders of social ventures are less likely to use commercial activities than male founders and that the social venture founders’ local community context moderates this effect in two ways: the prevalence of women-run businesses in the social venture founder`s local community weakens the enactment of gender, while the influence of gender on the use of commercial activities is stronger when the intended beneficiaries of the social ventures are local.

Speaker: Lakshmi Ramarajan, Assistant Professor of Business Administration, Organizational Behavior Unit, Harvard Business School

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