November 16, 2017
In the past 50 years, marital rates have declined significantly, especially among lower socioeconomic groups. Meanwhile increase in the ease of divorce and improvements in contracting outside of marriage (e.g.,child support laws) have made marriage increasingly similar to cohabitation, except for in the treatment of assets upon divorce. Corinne Low, together with coauthor Jeanne Lafortune, present a case that as the commitment offered by marriage declined, this division of assets offered extra "insurance" to women in high asset unions. This in turn encouraged investment in child human capital, even at the cost of one's own earnings, and allowed marriage to retain its value amongst asset holders particularly homeowners. Meanwhile, the value of marriage eroded for other groups, creating a wealth gap in marriage rates that may underly the apparent income, race, and education gap.
Corinne Low, Assistant Professor of Business Economics and Public Poliy, The Wharton School University of Pennsylvania.
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
October 6, 2016
Historians have long suspected that Queen Victoria’s gender played a role in the rise of constitutional (e.g. ceremonial) monarchy in 19th-century Britain. But what was the nature of this role? In this seminar, Arianne Chernock takes on this question through an archival-based approach by exploring Victoria’s centrality to the early women’s rights movement in Britain – especially in inspiring women to demand the right to vote. Chernock argues that recognizing Victoria’s role in the women’s rights movement allows us to see the shift towards a more restricted Crown as an attempt to contain radical thinking about women, agency, and power to create a more democratic and transparent British state.
Speaker: Arianne Chernock, Associate Professor, Department of History, Boston University
September 10, 2015
With gender equality increasingly a business imperative, in addition to being a human right, many leaders across the sectors wonder how we can get there. In the first WAPPP Seminar of 2015-16, Professor Bohnet discusses her forthcoming book "What Works: Gender Equality, By Design" (Harvard University Press 2016). Reviewing the impact of what we have been doing to date, including diversity and leadership trainings, networking, and mentorship/sponsorship programs, Bohnet proposes a new approach to leveling the playing field. Building on insights from Behavioral Economics, she argues that to overcome gender bias in organizations and society, we should focus on de-biasing systems—how we evaluate performance, hire, promote, structure tests, form groups—rather than on trying to de-bias people. Speaker: Iris Bohnet, Professor of Public Policy; Director, Women and Public Policy Program, Harvard Kennedy School
March 5, 2015
Since 2010, an all-female peacekeeping contingent has been monitoring a fragile ceasefire between the Government of the Philippines and the Moro Islamic Liberation Front in the southern Philippines. Drawing on in-depth interviews with the peacekeepers, WAPPP Fellow Margaret Jenkins explains how this all-female unit responds to myriad sources of violence, and navigates conservative gender norms. Do these women feel they have been taken seriously by Islamist rebels and Filipino soldiers? What have been their main challenges and successes on the ground? This case is one of several that Jenkins is studying as part of a two-year research project funded by the Social Sciences & Humanities Research Council of Canada on the effectiveness and experience of all-female contingents working in conflict zones. Speaker: Margaret Jenkins, Research Associate on Peacekeeping, Georgetown Institute for Women, Peace & Security, Georgetown University; Postdoctoral Fellow, Social Sciences & Humanities Research Council of Canada; WAPPP Fellow
December 9, 2014
How does race and gender intersect in a European context and play out in parliamentary representation? While under-representation of both women and ethnic minorities has received considerable attention, European research traditionally has treated women and ethnic minorities as internally homogeneous and conceptually separate groups. Inspired by research on political representation in the U.S., Liza Mügge investigates parliamentary inclusion and exclusion based on the interactions of gender and ethnicity in the Netherlands. By conducting interviews with ethnic minority members of parliaments and analyzing national policy agendas, Mügge examines how institutional and contextual factors, such as backlash against multiculturalism and feminism, affect political representation in the Netherlands. Speaker: Liza Mügge, WAPPP Fellow, 2014-2015; Assistant Professor of Political Science, University of Amsterdam
August 21, 2014
In Brazil and throughout the African diaspora rarely are black women, especially poor black women, considered leaders of social movements, much less political theorists. While black women are at the heart of the struggle for urban housing and land rights in Salvador, they are virtually ignored. The public image of black women, particularly those who live in poor neighborhoods, is that they lack the knowledge and political sophistication needed to organize social movements. This presentation explores how and why black women are the main ones interpreting the racial, gender, and class dynamics of urban-development policies and have radicalized local communities. Perry argues that Black women who organize as blacks, women, and poor people provide key insights on precisely how intersectionality is mobilized for social change. This talk bridges the scholarly gap between the black feminist theorization and the grassroots practice of intersectionality. Speaker: Keisha-Khan Perry, Assistant Professor of Africana Studies, Brown University