- Individual, Business, and Society Curriculum
- Diversity and Inclusion for All: Understanding the Intersection of Multiple Characteristics
- Inclusive Growth for Entrepreneurs
- The Big Big Question: Can My Company, University or Organization Change?
- Business and Politics
- Bolder Policies for Diversity at the Top?
- Governance, Compensation, and Excessive Risk
- The Small Worlds of Corporate Governance
- The Quantitative Revolution and the Crisis
- Inclusive Leadership, Stereotyping, and the Brain
- Preventing the Next Financial Crisis
- Universities, Careers and Women
- Speaker Series
- Events Calendar
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Diversity and Inclusion for All
Housed under the Sanford C. Bernstein & Co. Center for Leadership and Ethics, “Diversity and Inclusion for All” is led by Katherine Phillips, Senior Vice Dean and Paul Calello Professor of Leadership and Ethics, in collaboration with Professors Joan Williams of UC Hastings School of Law, Kimberlé Williams Crenshaw of Columbia Law School and UCLA Law, and Susan Sturm of Columbia Law. The working group brings together researchers from business, law, psychology and sociology as well as senior business executives to build a comprehensive understanding of how to address diversity and inclusion efforts in organizations in order to pursue research projects.
As organizations in all sectors become increasingly global, the significance of identifying the value of diversity continues to grow. Of equal importance is addressing diversity through a lens that takes multiple characteristics into consideration, e.g., race and gender, sexual orientation, generational differences, and disabilities. Indeed, systematic research in the area of diversity and inclusion that focuses on the underlying psychology and sociology of difference has the potential to transform our understanding of diversity issues, shape diversity policy, impact law reform, and change academic and research practices. Furthermore, it has the potential to improve how any company implements diversity processes and initiatives that are customized to meet the needs of all members in its workforce.
By understanding the underlying causes of diversity concerns in the workplace, initiatives that target the enduring root causes of the problem, instead of the shorter-term salient symptoms, are desperately needed in this arena. This initiative seeks to comprehensively explore this most timely and relevant subject.
Upcoming Culminating Events
With a focus on bringing together an audience from a broad range of industries, backgrounds, and occupations, these upcoming events serve to energize the entire diversity community with new ways of thinking and doing that will help move us all beyond our current perspective.
Thursday, September 18, 2014- Engaging Men, Advancing Women workshop at Columbia University
Friday, September 19, 2014- Diversity and Inclusion for All: Understanding the Intersection of Multiple Characteristics Symposium
Past Working Group Meetings
These initial working group meetings were designed to facilitate the completion of research projects and establish ongoing opportunities for interdisciplinary collaboration among researchers and organizations.
November 30, 2012- December 1, 2012- Presenters included:
- Robert Livingston, Associate Professor of Management and Organizations, Northwestern University, “Race, Gender, and the Dynamics of Social Hierarchy Reversal”
- Joan Williams, Director of the Center for WorkLife Law, UC Hastings College of Law “Double Jeopardy? How Gender Bias Differs by Race”
- Industry Panel:
- Ana Duarte McCarthy, Chief Diversity Officer, Citi
- Michelle Gadsden-Williams, Global Head of Diversity & Inclusion, Credit Suisse
- Sharleen Gutierrez, Head of the Office of Global Leadership and Diversity for the Americas Region, Goldman Sachs
- Erika Hall, Lecturer in the Department of Management and Organizations, Northwestern University “Towards a Theory of Gender Optimality: The Effect of Gendered Race on Interracial Dating, Leadership Selection, and Intersectionality”
- Kimberlé W. Crenshaw, Distinguished Professor of Law, UCLA School of Law “The Origins of Intersectionality”
- Cecilia Ridgeway, Lucie Stern Professor of Social Sciences, Stanford University “Intersecting Cultural Beliefs and Social Relations: Gender, Race, and Class Binds and Freedoms”
- Frank Dobbin, Professor of Sociology, Harvard University “Diversity Program Effects: Race, Ethnicity & Gender”
June 21, 2013- June 22, 2013- Presenters included:
- Valerie Purdie-Vaughns, Assistant Professor, Columbia University “Re-Envisioning Representation: Testing a General Model of Intersectionality”
- Kenji Yoshino, Chief Justice Earl Warren Professor of Constitutional Law, NYU Law “Uncovering Talent: A Paradigm of Inclusion”
- Negin Toosi, Post-Doctoral student, Columbia Business School “Changing the Default: Gender and Leadership in Diverse Settings”
- Devon Carbado, Professor, UCLA School of Law “Discrimination on the Basis of Racial Orientation”
- Victoria Plaut, Professor, Law and Social Science, Berkeley Law “The Psychology of Colorblindness”
- Susan Sturm, George M. Jaffin Professor of Law and Social Responsibility, Columbia Law School “Building Knowledge for Organizational and Culture Change”
December 6-7, 2013- Presenters included:
- Jennifer Richeson, Professor of Social Psychology, Northwestern University “Coalition or Derogation: Relations between Minority Groups in the 21st Century”
- Erin Thomas, Gender Diversity Specialist, Argonne National Laboratory “An Update on Social Psychological Intersectional Research”
- Industry Panel:
- Ana Duarte McCarthy, Global Chief Diversity Officer, Citi
- Sharleen Gutiérrez, Americas GBO Diversity Pod Lead, Google
- Anilu Vazquez-Ubarri, Managing Director, Americas Head of Global Leadership & Diversity, Goldman Sachs
- Adam Galinsky, Vikram S. Pandit Professor of Business, Columbia Business School “Diverse Cultural Experiences Facilitate Creativity, Professional Success, and Trust”
Watch the trailer for our interactive debate entitled “Financial Innovation: A Risky Business?”
The Small Worlds of Corporate Governance
Identifies "structural breaks" — privatization, for example, or globalization — and assesses why powerful actors across countries behave similarly or differently in terms of network properties and corporate governance.