Gender disparities in social and economic outcomes, already larger in the developing world than in rich countries, have been exacerbated by the pandemic. Policy action is badly needed to address the compounding of existing inequalities and protect the most vulnerable women.
Women in the investment profession face a double standard even when objective information on their performance is available and their evaluators are incentivized to not discriminate, according to a new study by researchers at the Yale School of Management and the Columbia Business School.
Women around the world are sharing their experiences with workplace sexual harassment and abuse. Professor Zoë Chance explains the research on the subject and suggests ways that both women and male allies can take action to create lasting change.
Patricia Lizarraga of Hypatia Capital Group explains how the firm succeeds by investing in women.
TIAA’s chief income strategist says while the retirement system appears to be gender neutral, it is putting women at a disadvantage.
Katie Rae ’97, who runs an incubator and an investment firm, on finding the next great startup.
Cathy Ashton, the former high representative of the European Union for foreign affairs, on the structural and implicit biases that keep women from getting equal access to many opportunities.
A new study finds that garment factory work reshapes the lives of women in Bangladesh in positive ways.
In a New York Times op-ed, Professors Victoria Brescoll and Jeffrey Sonnenfeld write about the gender bias and discrimination that persist for powerful women in corporate America.
To reduce subtle biases that limit women and minority academic scientists, research universities should design diversity programs that adhere to rigorous scientific standards, according to a new paper co-authored by Professor Victoria Brescoll.
Managers are most likely to grant flextime to men in high-status jobs who request it to pursue career development opportunities, according to a new study by Professor Victoria Brescoll. Women, regardless of their status within a firm or their reason, are less likely than high-status men to be granted a schedule change.