August 7, 2018
We negotiate all the time at work even when we do not recognize we are doing so. We negotiate for the resources we need to do our jobs, for roles and opportunities we aspire to, and for schedules that work with our lives. Negotiation outcomes depend on how well we position ourselves and use what leverage we have to get reluctant negotiators to the table. It requires that we take the lead to ‘anchor’ around creative solutions that acknowledge our individual constraints. In addition, we need to be prepared to deal with resistance to our ideas that might challenge the status quo. In this seminar, Deborah Kolb uses case studies and your individual experiences to help you make negotiation work at work. Her book, Negotiating at Work, was named by Time.com as a best negotiation book of 2015.
Deborah Kolb, Professor Emeritus, School of Management, Simmons College
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
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
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
February 29, 2016
This seminar explores the assumption of many cross-national studies that gender-role attitudes fall along a single continuum between traditional and egalitarian. Brinton analyzes over-time data from 18 European countries and identifies trajectories of attitudinal change. Brinton demonstrates that while traditional gender-role attitudes have precipitously and uniformly declined, European nations are not converging towards one dominant egalitarian model but instead are diverging across three distinct varieties of egalitarianism.
Speaker: Mary C. Brinton, Reischauer Institute Professor of Sociology, Harvard University
March 12, 2015
Hannah Riley Bowles will review some of the latest research on how gender influences career-related negotiations and discuss practical implications. Participants will receive a workbook with questions to help them prepare for career-related negotiations.