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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
The Business Times
Foundations for Gender Balance Can Be Built at Home
Persistent cross-societal norms of women contributing more than men at home, a surge in required domestic labour and blurred work-life boundaries are inflaming tensions between domestic and career demands.
Money FM 89.3
Bringing Talent Back into Workforce
A returner programme that allows professionals to resume careers after an extended break can help companies win the war for talent.
INSEAD Knowledge
Disruption as a Force for Good? Gender Balance and COVID-19
The pandemic may disproportionately affect women around the world – but it need not imperil the hard-earned progress toward gender balance.
INSEAD Knowledge
Understanding the Origins of White Denial
Even as the existence of systemic racism becomes increasingly apparent, complacency is returning among white people. But research provides tools for reviving white racial consciousness, by remembering and celebrating common humanity.
INSEAD Knowledge
The Powerful Leadership of African Women
Six women leading the way and inspiring others to realise their potential.
INSEAD Knowledge
Enabling Productive Thinking to Develop Gender Balance
Subtle mental shifts can increase people’s responsiveness to the gender gap, and their commitment to doing something about it.
INSEAD Knowledge
Integrating Diversity into Business Education
Conversations around diversity, equity and inclusion can be uncomfortable. But business school classrooms need to embrace them nonetheless.
INSEAD Knowledge
Getting Rid of Gender Bias in Venture Capital
The gender gap in VC doesn’t merely reflect society’s sexism. It’s an alarm bell, warning of an industry’s obsolescence.y in action
INSEAD Knowledge
The Challenges Faced by Global Cosmopolitan Women
To tap the full potential of these agents for change, organisations must listen and push beyond assumptions.Mastering Private Equity and Private equity in action
INSEAD Knowledge
What Makes for Inclusive Working Cultures?
Interventions designed to increase women's cultural fit can also create a better working environment for everyone.
Mastering Private Equity and Private equity in action
INSEAD Knowledge
Freeing Women - And Men - From Gender Stereotypes
Research from INSEAD’s 2nd annual Women at Work conference offers practical solutions for establishing gender-balanced workplace norms.
Mastering Private Equity and Private equity in action
INSEAD Knowledge
Women Are Risk-Takers, Too: Busting Gender Myths in the Start-up Space
A tissue of stereotypes and pseudo-science forms the “rational” basis for gender bias in entrepreneurship. Private Equity and Private equity in action
INSEAD In the News
Tipping the Balance: INSEAD's Gender Initiative
Zoe Kinias, INSEAD Associate Professor of Organisational Behaviour, talks about the INSEAD Gender Initiative.
Mastering Private Equity and Private equity in action
INSEAD Knowledge
Building Gender Balance Through Behavioural Design
Iris Bohnet (Harvard Kennedy School) shares research on what organisations can do when changing mindsets isn’t enough.
Mastering Private Equity and Private equity in action
INSEAD In the News
Succeeding In An International Career When You Are A Woman
Linda Brimm, INSEAD Emeritus Professor of Organisational Behaviour, discusses the new challenges that international women face in their careers.
Mastering Private Equity and Private equity in action
INSEAD In the News
INSEAD Alumnae Impact Report (2018)
A report on how INSEAD women are shaping business and society.
Mastering Private Equity and Private equity in action
INSEAD In the News
Layers of Diversity: Women's Leadership in Asia
INSEAD Associate Professor of Organisational Behaviour, Zoe Kinias, discusses the similarities and differences in leadership opportunities and challenges for women in Asia, Europe, and the United States.
Mastering Private Equity and Private equity in action
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
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 In the News
The Case Centre explores the lack of women in teaching cases, its impact on business students, and the challenge posed for educators.
Mastering Private Equity and Private equity in action
INSEAD Knowledge
Male Professors Can (and Should) Promote Gender Balance
Henning Piezunka, INSEAD Assistant Professor of Entrepreneurship and Family Enterprise, discusses how male faculty can become powerful gender equality advocates in the classroom.
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
Why "Believe in Yourself" is Bad Advice for Women
INSEAD Professor Natalia Karelaia and co-authors Laura Guillén and Margarita Mayo find that in the workplace, women can capitalise on self-confidence only when they exhibit "feminine" behaviours as well.
INSEAD Knowledge
Gender Bending Can Challenge Our Biases
Maria Guadalupe, INSEAD Associate Professor of Economics and Political Science, discusses cross-gender casting can allow people to reflect on their own deeply ingrained gender bias.
INSEAD Knowledge
Rachael Noyes, INSEAD Knowledge Europe Editor, discusses how putting women on boards and in executive positions could lead to real change in Silicon Valley.
INSEAD Knowledge
Three Steps to Creating a Diverse Organisation
Annet Aris, INSEAD Adjunct Professor of Strategy, discusses how the path to successful diversification requires belief, courage and consistency.
Mastering Private Equity and Private equity in action
Research and Publications
By Chiara Trombini, Logan A. Berg, and Hannah Riley Bowles
Stereotype Threat and Women's Work Satisfaction: The Importance of Role Models
Archives of Scientific Psychology
By Clarissa Cortland and Zoe Kinias
Events
29 October 2020
26 October 2020
Videos
INSEAD Gender Initiative
Gender Balance: From Awareness to Action -- INSEAD 2019 Women at Work Conference
Women in Leadership: To Delegate or Not to Delegate -- Professors Modupe Akinola (Columbia Business School) and Zoe Kinias (INSEAD)
iW50 Alumnae Impact Report -- INSEAD Prof. Zoe Kinias, Dean Ilian Mihov, and Helen Duce (GEMBA '13)
Developing Diversity, Equity and Inclusion, as organizational leaders and as individuals
Inclusive Working Cultures -- Professor Eliot Sherman, London Business School
How to Make Meritocracy Work for Women -- INSEAD Professor Natalia Karelaia
Alumnae Panel: Championing Gender Balance -- w/ INSEAD Professor Zoe Kinias
Unearthing the roots of systemic racism
Have Gender Stereotypes Changed? Yes and No -- Professor Alice Eagly, Northwestern University
Stereotype Threat’s Silver Lining: Speaking Out for Change -- flash talk delivered by INSEAD Postdoctoral Researcher Clarissa Cortland at Harvard Business School's 2019 Gender & Work Symposium
Gender Balance is Not a Women's Issue -- INSEAD 2018 Women at Work Conference
Friendships are Key to Workplace Resilience and Performance -- Professor Valerie Purdie Greenaway, Columbia University
How to Get More Women into Tech -- w/ INSEAD Profs. Zoe Kinias and Lucia Del Carpio
Bridging the Gender-STEM Gap -- Professor Toni Schmader, University of British Columbia
Learning How to be an Ally for Black Colleagues
Programmes
For Leaders Developing Gender Balance
The INSEAD Gender Diversity Programme is a new online programme that provides the understanding, concepts and tools to allow you to develop a strategic and practical plan to reach gender balance in your organisation.
For Companies Developing Women Leaders
INSEAD works with major companies to create customised leadership development programmes for their women executives.
For Women
Leaders
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.
Gender Diversity @ INSEAD Today
Community Snapshot
Our Team
Zoe Kinias
Academic Director
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.
Vinika Rao
Executive Director
Vinika started her career with an MNC bank and went on to become the Managing Director of an Indonesian conglomerate, before a serendipitous transition to education. Prior to INSEAD, she was Associate Professor of Strategy at the S.P. Jain Centre of Management, Singapore. She has an MBA from IIM Bangalore and a doctorate from the Singapore Management University. Her research is in gender diversity in corporate leadership; specifically, the impact of male support on the self-regulating focus of female managers. She is frequently invited to speak on related topics and has been quoted / published in leading business publications.
Chiara Trombini
Postdoctoral Researcher
Chiara’s research focuses on cognitive and affective interventions to reduce decision-making biases in the workplace. Using a multi-method approach, she investigates ways for decreasing gender bias in hiring and negotiation. She is particularly interested in designing strategies to make men more open to high-achieving women. Prior to joining INSEAD, she was a Research Fellow at Harvard Kennedy School.
Helen Duce
Consulting Executive
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.
Nazirah Zein
Admin Manager
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.
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.
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.
Clarissa Cortland
Assistant Professor at UCL School of Management
Clarissa’s research focuses on diversity topics, including stereotyping and discrimination, intergroup relations, and bias-reducing interventions aimed at increasing the representation of - and improving opportunities for - women and minorities in leadership and STEM (Science, Technology, Engineering, Math). I’m also interested in when and how people belonging to underrepresented stigmatized groups are more likely to support and advocate for one another.
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.
