Gender Initiative
INSEAD Celebrates Women
Celebrating and empowering women leaders for 50 years and beyond
Our Vision and Mission
Gender imbalance and the resultant experience of women in business and society have consequences for both organisations and the communities they serve. Yet the dynamics, causes, and consequences of gender imbalance are not yet fully understood, limiting our ability to enhance gender balance. Built on INSEAD’s core organisational value of diversity and decades of gender diversity efforts, the Gender Initiative integrates research, business, and pedagogy to engage the full potential of both women and men.
Our community of gender researchers includes psychologists, sociologists, economists, and management and finance scholars who conduct cutting-edge research on the experiences and impact of women in business and society. We are building relationships with organisations to enhance their commitment to gender balance and their ability to fulfil this goal. By striving to create a pipeline of future business leaders who are passionate and equipped to drive gender balance within their existing and future organisations, we aim to empower women leaders to positively impact business and society.
Our mission is to create and disseminate knowledge that advances women leaders and optimises their contributions within and beyond their organisations. We strive to engage both men and women in this effort, inspiring all to take action.
Zoe Kinias
Academic Director of Gender Initiative
Associate Professor of Organisational Behaviour
91%
of INSEAD alumni surveyed in Nov-Dec 2017 are interested in efforts to increase the representation of women in high impact leadership positions
In the Spotlight
INSEAD In the News
HeForShe Impact Awards: UN Women, Singapore Committee
INSEAD Dean Ilian Mihov was awarded the 2018 HeForShe Leader Impact Award by the Singapore Committee for UN Women in recognition of the work he is doing to promote gender equality.
Mastering Private Equity and Private equity in action
INSEAD Knowledge
Gender Balance: Moving from Awareness to Action
A clear-eyed, nuanced organisational perspective can strengthen employee engagement and galvanise change.
Mastering Private Equity and Private equity in action
INSEAD Knowledge
Three Ways to Build Resilience Against Gender Bias
Simple, low-cost psychological interventions can be part of an organisational toolkit for enabling gender balance.
Mastering Private Equity and Private equity in action
INSEAD Knowledge
The Truth About Gender Stereotypes
Unraveling popular notions about gender differences in organisations.
Mastering Private Equity and Private equity in action
INSEAD Knowledge
Promoting Gender Balance Wisely
Researchers are identifying powerful, yet sometimes nuanced interventions that can improve outcomes for women and the businesses and societies they serve.
Mastering Private Equity and Private equity in action
INSEAD Knowledge
Tailored Approaches Needed for Gender Balance
Greater male involvement and tailored programmes are emerging as sources of hope in tackling gender inequality in Asia.
Mastering Private Equity and Private equity in action
INSEAD Knowledge
Why Many Women Social Entrepreneurs Avoid Commercial Models
Matthew Lee, INSEAD Assistant Professor of Strategy, and colleagues discuss how the presence of women business owners in a community encourages female social entrepreneurs to pursue hybrid ventures.
Mastering Private Equity and Private equity in action
INSEAD Knowledge
Nudging Your Staff to Healthier Habits
Wendy Wood, Provost Professor of Psychology and Business at the University of Southern California and INSEAD-Sorbonne Université Behavioural Lab Distinguished Visiting Chair in Behavioural Sciences, discusses how adequate cues and a dash of rewards can go a long way towards persuading employees to adopt and maintain healthy behaviours.
Mastering Private Equity and Private equity in action
INSEAD In the News
Zoe Kinias, INSEAD Associate Professor of Organisational Behaviour and Academic Director of the Gender Initiative, discusses why the inclusion of diverse case protagonists is so important in business education.
Mastering Private Equity and Private equity in action
INSEAD In the News
Women Matter: Ten Years of Insights on Gender Diversity
Dean Ilian Mihov contributes his perspective on gender diversity in McKinsey's Women Matter October 2017 report.
Mastering Private Equity and Private equity in action
INSEAD In the News
PitchBook 2017-2018 Top 50 Universities Report
Despite the additional challenges female founders face, alumnae success places INSEAD as the only non-U.S. school to make the top ten list for female entrepreneurs.
INSEAD Knowledge
How Boards Will Look in Ten Years
More women and a wider array of professionals are likely to fill future boards, while technology will play a bigger role in their work.
Mastering Private Equity and Private equity in action
INSEAD Knowledge
The Role of Language in the Gender Gap
Selin Kesebir, Assistant Professor of Organisational Behaviour (London Business School) discusses how our use of language reflects and influences perceptions of gender roles.
INSEAD Knowledge
Tackling the Gender Gap in Entrepreneurship
The right combination of message and methods would help level the playing field.
INSEAD Knowledge
Stop Blaming Women for Gender Inequality
Henrich Greve, INSEAD Professor of Entrepreneurship, discusses how unfair treatment in the business environment causes potential female leaders to "lean out."
INSEAD In the News
A Simple Exercise Can Help Women Overcome Self-Doubt to Succeed
Zoe Kinias, INSEAD Associate Professor of Organisational Behaviour, discusses how reflecting on core personal values may be beneficial for women in competitive business settings.
Mastering Private Equity and Private equity in action
Research and Publications
By Laura Guillén, Margarita Mayo and Natalia Karelaia
Gender and Connections Among Wall Street Analysts
The Review of Financial Studies
By Lily Hua Fang and Sterling Huang
By Zoe Kinias and Jessica Sim
Events
6 March - 15 March 2018
All INSEAD Campuses
INSEAD Celebrates Women for International Women’s Day 2018.
29 June 2018
INSEAD Europe Campus
The iW50 Summit, which culminates in our yearlong celebrations, will focus on #INSEADWomen: A force beyond limits. Held on Friday, 29 June 2018 on the Fontainebleau campus, the Summit is open to women and men, alumni and non-alumni who have a strong link to INSEAD and its values.
12-13 September 2018
Singapore
The first ever Women’s Forum Singapore will take place on 12 and 13 September 2018 at Raffles City Convention Center. It will convene leaders and high-potential talents -- including INSEAD Dean Ilian Mihov -- from business, government, civil society and other sectors to discuss and explore best practices and proposals to create impact. The goal is to express a clear, action-oriented vision and gender-based analysis of issues that we are confronted with today.
Programmes
Master
Programmes
Every year, INSEAD empowers hundreds of women through its Master Programmes, offering a global perspective and cultural diversity that prepare our female graduates to excel in their careers anywhere in the world.
Executive Education Customised Programmes
INSEAD works with major companies to create customised leadership development programmes for their women executives.
Executive Education Open Programmes
The Women Leaders Programme is designed to equip influential businesswomen with the tools they need to increase their leadership impact and create lasting personal and professional change.
Women's History @ INSEAD
Starting with the first women admitted to the MBA programme in 1967, INSEAD celebrates five decades of milestones among our women.
We highlight a few below:
1968
Hélène Ploix and Marie-Solange Perret become the first two women to graduate from INSEAD's MBA programme.
1974
The British economist Edith Penrose becomes the first female professor at INSEAD.
1977
INSEAD appoints Claire Pike, MBA’69, as head of MBA admissions with the mission of increasing the number of women in the MBA programme.
1968-1988
1989
Dana Hyde is the first female PhD student enrolled at INSEAD.
1994
Annet Aris (MBA ’86D) becomes the first female partner in The Netherlands McKinsey office.
1998
Erin Anderson, who joined INSEAD in 1994 as a professor of marketing, becomes the first faculty area chair. In 2006, she became the first female Dean of Executive Education.
1988-1998
1999
Ana Patricia Botín, previous CEO of Santander Investment and current Executive Chairman of Santander Group, is the first woman appointed to the INSEAD Board of Directors.
2003
Lily Hua Fang joins INSEAD as Assistant Professor of Finance and contributes to the founding of INSEAD’s Asia Campus in Singapore.
2004
Professors Jill Klein and Laurence Capron are the first women awarded tenure at INSEAD.
1998-2008
2015
Marina Tognetti (MBA '92J), CEO and Founder, Myngle, is named one of the Inspiring Fifty, the 50 most inspiring women tech leaders in Europe.
2015
Three women professors at INSEAD -- Renee Mauborgne, Herminia Ibarra and Erin Meyer -- feature on the Thinkers50, a global list of top management thinkers.
2018
Laurence Capron, who joined INSEAD in 1997 as Professor of Strategy, becomes the first female Dean of Faculty.
2008-Present
Gender Diversity @ INSEAD Today
Community Snapshot
Our Team
Zoe Kinias
Academic Director of INSEAD Gender Initiative
Associate Professor of Organisational Behaviour
Zoe’s primary expertise focuses on diversity and resiliency bolstering interventions. Her diversity research often falls at the intersection of gender and culture, currently investigating methods for improving gender balance in organisations. In addition to contributing to INSEAD's gender pedagogy, Zoe presents gender research to diverse audiences including academics, students and alumni, and professional organisations.
Helen Duce
Executive Director of INSEAD Gender Initiative
Helen is responsible for developing and executing the overall strategy for the Gender Initiative. She is charged with ensuring the Gender Initiative is fully integrated across the entire school and the broader INSEAD community. This includes engaging with internal and external stakeholders, events and speaker engagements and communication planning. An INSEAD alumna (GEMBA’13) with a background in strategy, marketing, sustainable business and gender, Helen frequently presents -- as keynote speaker and panelist -- to business audiences about gender issues.
Clarissa Cortland
Postdoctoral Scholar
Clarissa’s research focuses on stereotyping and discrimination, intergroup relations, and bias-reducing interventions aimed at increasing the representation of women and minorities in leadership and STEM (Science, Technology, Engineering, Math) contexts. She is also interested in when and how people belonging to underrepresented stigmatized groups support and advocate for one another.
Lucia del Carpio
Assistant Professor of Economics
Lucia uses field experiments to both understand the sources of women under-representation in certain key industries, and evaluate policies to reverse it. Currently, she is studying whether social identity considerations and norms may be precluding young women from applying for training and a career in the high growth Tech sector in Latin America, analyzing the impact of different women role models on career choices in Mexico, and studying firms’ perceptions on the role of women in sectors where they are under-represented.
Maria Guadalupe
Associate Professor of Economics
Maria is an organizational economist. Part of her work focuses on how gender identity and stereotypes shape our perception, individual decisions and hence organizational outcomes. She is particularly interested in understanding the under-representation of women in the technology sector.
Natalia Karelaia
Associate Professor of Decision Sciences
Natalia's current research focuses on authenticity, gender processes at work, leader effectiveness, and mindfulness. She has published research on a variety of topics including identity conflict, unethical and prosocial behavior, behavior in competitions, gender differences, trust, and decision making processes. Her interests also include clinical approaches to individual, group, and organizational diagnosis and coaching.
Matthew Lee
Assistant Professor of Strategy
Matthew’s research investigates phenomena at the nexus of business and social goals, including hybrid organizations, corporate social responsibility, and impact investing. Part of this work focuses specifically on how gender differences and stereotype content influence business leaders’ pursuit of social goals and how this is evaluated.
Juan Ma
Assistant Professor in Strategy
Juan's research focuses on business solutions to social problems in emerging economies, with a focus on women and children’s development in China and India.
Jennifer Petriglieri
Assistant Professor of Organisational Behaviour
Jennifer’s research includes investigations of the mechanisms that can hinder junior women’s transitions to more senior roles. She also researches how members of dual-career couples shape each other’s career development. At INSEAD she directs several executive education programmes for aspiring and senior women leaders.
Isabelle Solal
PhD Candidate in Organisational Behaviour
Isabelle’s research focuses on the effects of discrimination in labor and financial markets, and the influence of gender on evaluation. In particular, her current work looks at how gender impacts the attribution of public and private financial capital.
Eric Luis Uhlmann
Associate Professor of Organisational Behaviour
Eric’s research interests include stereotyping and discrimination, moral judgments and behaviours, team dynamics, and cross-cultural differences in values. Eric's ongoing projects on gender examine gender gaps in salaries and the effects of scientists’ gender on intellectual debates. He regularly lectures on gender issues for INSEAD’s Women in Business Club.
Lizzie Baily Wolf
Assistant Professor of Organisational Behaviour
Lizzie’s research focuses on how people subjectively evaluate their own and others’ performance, competence, and potential. She is particularly interested in how emotion, nonverbal behaviour, gender, and national culture influence these processes.
We gratefully acknowledge the support received from the Patrick Cescau/Unilever Endowed Fund for Research in Diversity and Leadership.
Enquiry?
If you have any questions related to the INSEAD Gender Initiative, we are here to help you.
