April 29, 2019
Millions of people disclosed sexual harassment and violence against them following the #MeToo breakthrough in October 2017. Despite the fact that advocates, individuals and the government had been taking action to address sexual harassment, it remains a widespread problem that prevents employees from reaching their full potential. Monica Ramirez, a national recognized expert on ending workplace sexual violence and the author of the Dear Sisters letter that helped spark the TIMES UP movement, will discuss the policy measures, as well as the employment and societal norms that must be addressed to meaningfully address this problem.
Monica Ramirez, MC/MPA 2015, Co-Founder and President, Alianza Nacional de Campesinas
April 29, 2019
Do corporate sexual harassment programs reduce harassment? If they do, new programs should boost the share of women in management because harassment causes women to quit. Sexual harassment grievance procedures incite retaliation, according to surveys, and our analyses show that they are followed by reductions in women managers. Sexual harassment training for managers, which treats managers as victims’ allies and gives them tools to intervene, are followed by increases in women managers. Training for employees, which treats trainees as suspects, can backfire. In this seminar, Frank Dobbin discusses how programs work better in workplaces with more women managers, who are less likely than men to respond negatively to harassment complaints and training. Politicians and managers should be using social-scientific evidence to design harassment programs.
Frank Dobbin, Harvard University, Department of Sociology
March 22, 2019
Only two OECD countries continue to exhibit an M-shaped curve of female labor force participation across the life cycle: Japan and South Korea. In this seminar, Mary Brinton analyzes how labor market structure and workplace norms influence this pattern. Her analysis draws on data from over 160 in-depth interviews with highly-educated Japanese and Korean men and women of childbearing age, and demonstrates how working conditions exert a powerful influence on gendered patterns of behavior at home and in the labor market.
Mary Brinton, Reischauer Institute Professor of Sociology, Harvard University
March 15, 2019
Gender equality is a moral and a business imperative. But unconscious bias holds us back, and de-biasing people’s minds has proven to be difficult and expensive. Diversity training programs have had limited success, and individual effort alone often invites backlash. Behavioral design offers a new solution. By de-biasing organizations instead of individuals, we can make smart changes that have big impacts. Presenting research-based solutions, Iris Bohnet hands us the tools we need to move the needle in classrooms and boardrooms, in hiring and promotion, benefiting businesses, governments, and the lives of millions.
Iris Bohnet, Albert Pratt Professor of Business and Government; Academic Dean, Harvard Kennedy School; Co-Director, WAPPP
January 23, 2019
Few programs for economically empowering rural women focus primarily on farming—the one occupation in which women have the most experience in largely agrarian economies. Thus, two Indian initiatives–in Telangana and Kerala– stand out. These initiatives are unique because they seek to improve women’s livelihoods within agriculture through an innovative institutional form, namely group farming. In this seminar, Bina Agarwal examines whether pooling land, labor, and capital and cultivating jointly, enables women farmers to overcome resource constraints and outperform individual male farmers in the same regions.
Bina Agarwal, Professor of Development Economics and Environment, University of Manchester; Diane Middlebrook and Carl Djerassi Visiting Professor, University of Cambridge
January 23, 2019
After decades of convergence, the gender gap in employment outcomes has recently plateaued in many wealthy countries, despite the fact that women have increased their investment in human capital over this period. In this seminar, Jessica Pan analyzes these two trends using an event-study framework with data from the U.S. and U.K. Her findings provide evidence that women in modern cohorts underestimate the impact of motherhood on their future contributions to the labor market. Upon becoming parents, women adopt more negative views toward female employment and report that parenthood is harder than they expected. Jessica also examines whether young women’s expectations about the future labor supply are correct when they make their key educational decisions. She finds that female high school seniors are increasingly and substantially overestimating the likelihood they will be in the labor market in their thirties, which is a sharp reversal from previous cohorts of women who substantially underestimated their future labor supply. Jessica concludes the seminar by specifying a model of women’s choice of educational investment to reconcile the expectations of motherhood across generations.
, WAPPP Research Fellow; Associate Professor of Economics, National University of Singapore
January 23, 2019
How does women's concern about confirming gender stereotypes (i.e., stereotype threat) predict their engagement in professional leadership contexts? In this seminar, Zoe Kinias shares findings from five studies with global businesswomen. Her findings show how stereotype threat predicts psychological disengagement, how an intervention can buffer against deleterious effects of stereotype threat, and stereotype threat's silver lining--that it motivates attitudes and actions in support of gender balance.
Zoe Kinias, Associate Professor of Organizational Behavior, INSEAD; Academic Director, Gender Initiative, INSEAD
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, 2018
Do women and men view delegation differently? In this seminar, Modupe Akinola shares her research showing that women imbue delegation with more agentic traits, have more negative associations with delegating, and feel greater guilt about delegating than men. These associations result in women delegating less than men and, when they do delegate, having lower-quality interactions with subordinates. Furthermore, she discusses an intervention that can attenuate women’s negative associations with delegation.
Modupe Akinola, Sanford C. Bernstein Associate Professor of Leadership and Ethics, Columbia Business School