In today’s polarized climate, D&I can feel like a flashpoint. But Professor Snellman urges us to look beyond the noise. “It's about evidence-based research that creates better workplaces for everyone.” Professor Snellman leads INSEAD’s Gender Initiative, which explores how gender dynamics shape outcomes in business and beyond. She’s quick to point out that gender equity isn’t just about women. “Gender dynamics affect everyone in the workplace - from parental leave policies to leadership expectations”, she reminds us.
Take the research of INSEAD postdoctoral fellows Daisy Pollenne and Kourtney Koebel. Their recent work examines how parenthood impacts careers – revealing a clear “motherhood penalty,” where women often shift to part-time work, limiting long-term earnings and advancement. But men are affected too. Fathers whose partners remain in full-time work often report greater stress and anxiety. “This isn’t just a women’s issue - it’s a family issue,” says Professor Snellman.
This kind of research is made possible thanks to alumni support. Pollenne is funded through the INSEAD Gender Initiative, while Koebel is a Stone Fellow, supported by the James M. and Cathleen D. Stone Centre for the Study of Wealth Inequality. Their work shows how donor backed research fuels insights that challenge assumptions and inform policies.
Another area of focus is how workplace norms affect men. Assistant Professor Elizabeth Baily Wolf’s research explores how expectations around emotional expression in organisations can negatively affect men’s well-being. In environments where vulnerability is discouraged, men often suffer in silence - highlighting that gender norms can be restrictive for everyone.
Professor Snellman’s own research, including a study with INSEAD alumna Isabelle Solal PhD’08, reveals how well-intentioned efforts to support women - such as “pink funds” that invest only in female-led ventures - may unintentionally limit long-term growth by reducing access to follow-on funding. “Good intentions don’t always make great policies,” she explains. “That’s why we need evidence.”
What’s standing in the way of progress? According to Professor Snellman, one of the biggest roadblocks is the current climate of caution and confusion. “People are unsure what D&I means for them, and that uncertainty can lead to retreat,” she says. But she’s optimistic. Institutions like Harvard have reaffirmed their values despite political pressure. European companies are embracing D&I as a differentiator - not a liability.
At INSEAD, the path forward is clear: stay grounded in evidence, lead with values, and keep pushing for systems that work for everyone.
Thanks to the continued support of our alumni community, INSEAD is not just studying these issues - we’re shaping the future of leadership. The work is ongoing, and the impact is real.
Watch Kaisa in this INSEAD Explains video to gain insights into D&I at INSEAD.
