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Research - Gender Initiative

INSEAD has a thriving community of scholars working on topics related to diversity and inclusion. These scholars come from a broad range of disciplines, including decision sciences, economics, organisational behaviour, marketing, strategy, operations, and finance.

We are proud to showcase our research publications and our active participation in conferences around the world, where we share knowledge and insights.

Gender Research Lab Seminars

The Gender Research Lab Seminars are open to faculty and students from INSEAD and other universities and Business Schools. They are a place to exchange ideas and foster the gender research community at INSEAD and beyond. 

Academic Year 2025-2026

Emilio J. Castilla

The Unfulfilled Promise of Meritocracy in Organizations, Emilio J. Castilla, MIT Sloan School of Management, November 2025

What biases and obstacles get in the way when companies seek to attract, retain, and reward the best-performing employees? Given the widely popular goals of promoting meritocracy and creating opportunities inside organizations, I have, for the past decade, conducted research across multiple organizations to investigate the role that merit, performance evaluations, and other talent-management practices play in shaping employees’ careers in today’s workplaces. I have found evidence of variation in how leaders and managers define merit and consequently make merit-based employment decisions, depending on the organizational context they work in, as well as the characteristics of the individuals they screen and evaluate. 

Tiantian Yang

Blessing or Curse? The Impact of Spousal Teams on Startup Hiring: Evidence from Observational Data and a Field Experiment, Tiantian Yang (Wharton School, University of Pennsylvania). October2025

Teams play a central role in organizational performance, and in entrepreneurship, founding teams are critical to mobilizing resources and scaling ventures. While prior research has examined how founding team attributes influence venture outcomes, one prevalent yet underexplored configuration is the spousal founding team—ventures cofounded by married spouses or long-term partners. Despite evidence that spousal teams benefit from high trust and coordination, we argue that they may incur external legitimacy costs, particularly in attracting talent. 

Tom Taiyi Yan

Breaking Conformity: How Social Disconnectedness Fuels Women’s (But Not Men’s) Creative Idea Generation. Tom Taiyi Yan (School of Management, University College London). September 2025

Although recent creativity research emphasizes the benefits of utilizing social connectedness to spur employee creativity, we highlight that it can also impose gendered conformative pressure and inhibit women’s creative idea generation. Drawing on evolutionary theory of social disconnectedness and social role theory, we hypothesize that social disconnectedness can help mitigate traditional feminine gender roles and spur nonconformity striving, thus enhancing women’s creative idea generation. 
 

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Previous years

Gender Research Lab Seminars

Academic Year 2024/2025

  • Daddy Issues: The Differential Impact of Childbirth on the Well-Being of Mothers and Fathers in the UK, Daisy Pollenne (Stone Centre for the Study of Wealth Inequality, and Gender Initiative at INSEAD). April 2025

    Numerous studies in high-income countries have documented the existence of a "motherhood penalty", where the birth of a first child is associated with significant declines in maternal employment relative to fathers. A separate stream of research also provides evidence that women's mental health decreases with the transition to parenthood, although this is typically inferred through doctor visits
    Faculty & Research INSEAD – The Business School for the World® and medical prescriptions. In this study, we investigate whether the birth of a first child results in a "double penalty" for mothers in terms of subjective, self-reported measures of well-being.

  • Beyond bars: Entrepreneurship and socioeconomic mobility among ex-offenders. Vera Rocha (Department of Strategy and Innovation, Copenhagen Business School). March 2025

    Prior research has pointed to entrepreneurship, broadly defined as new venture creation or any form of self-employment, as a potential response to the lack of regular employment options in the labour market. However, whether marginalized groups will indeed be better off in entrepreneurship than in organizational employment remains poorly understood. We adopt a question-driven approach to study the role of entrepreneurship as a vehicle of social mobility for individuals with criminal records. 

  • Artificial Intelligence in Hiring and Gender-Based Differences in Job Applicants' Outcomes: Evidence from a Large Retail Organization. Federica De Stefano (Organisation Studies, Green Templeton College, Saïd Business School, University of Oxford). March 2025

    This paper examines to what extent and under what conditions the use of AI to support hiring decisions mitigates gender-based differences in applicants’ outcomes, particularly when AI has the goal of reducing those differences. Using job application data from a large multinational retailer, we show that female candidates are less likely to be hired than their male peers but fail to find that this penalty is mitigated by AI. 

  • The Role of Feminist Identity in Influencing Evaluations of Gender Diversity. Kelly Nault (Human Resources and Organisational Behaviour, IE Business School), Kaisa Snellman (Organisational Behaviour, INSEAD), Stefan Thau (Organisational Behaviour, INSEAD). November 2024.

    Businesses and policymakers are paying increased attention to diversity and inclusion within organisations. However, evaluating progress towards these goals is challenging because diversity is a subjective measure, influenced by individuals’ traits, beliefs, and values. Across two experiments, we found that feminist ideology affects gender diversity evaluations.

  • Workshop on Matched Employer-Employee Data. Dylan Glover (Economics, INSEAD), Gabriele Guaitoli (Economics and Political Science, INSEAD), Kaisa Snellman (Organisational Behaviour, INSEAD), Kamil Stronski (Organisational Behaviour, INSEAD).  Joint Research Seminar with the James M. and Cathleen D. Stone Centre for the Study of Wealth Inequality. October 2024.

    Matched Employer-Employee Data have been extensively used across different disciplines including economics, management, strategy, sociology, organization studies, innovation, entrepreneurship to conduct studies that make meaningful academic and policy contributions. 

     

Academic Year 2023/2024

  • Maria Guadalupe (Economics and Political Science, INSEAD), Daisy Pollenne (Oxford University), Kaisa Snellman (Organisational Behaviour, INSEAD). Norms at Work: Masculinity, Well-being, and Performance in Academia, March 2024.
    Joint Research Seminar with the Economics & Political Science Area. 
    Abstract: Academia is a competitive and individualistic environment where stereotypically masculine behaviours are the norm. Using detailed survey data from staff and faculty at five business schools, we assess the implications of these hyper masculine norms for workplace well-being, turnover intentions, and performance. 

     

  • Luisa Carrer (PhD Student at Toulouse School of Economics). Municipal-level Gender Norms: Measurement and Effects on Women in Politics, January 2024.
    Joint Research Seminar with the James M. and Cathleen D. Stone Centre for the Study of Wealth Inequality and the Economics & Political Science Area. 
    Abstract: We study the implications of traditional gender norms for legislators’ engagement with women’s issues. Overall, our findings highlight the importance of social norms and sexist culture in law making, thereby slowing down reform for the expansion of women’s rights.

     

  • Luisa Wallossek (PhD Student at Ludwig-Maximilians University Munich). The Marriage Earnings Gap, January 2024.
    Joint Research Seminar with the James M. and Cathleen D. Stone Centre for the Study of Wealth Inequality and the Economics & Political Science Area. 
    Abstract: What happens to earnings upon marriage? Linking administrative and survey data from Germany, we show that there is a marriage earnings gap. Even after accounting for the child penalty, women's earnings drop by 20% after marriage. Leveraging variation in norms created by the German separation, we find that gender norms are another important driver behind the marriage earnings gap.

 

  • Gabriele Guaitoli (PhD Student, University of Warwick). Firm Localness and Labour Misallocation, January 2024.
    Joint Research Seminar with the James M. and Cathleen D. Stone Centre for the Study of Wealth Inequality and the Economics & Political Science Area. 
    Abstract: Limitations to workers’ spatial job mobility reduce access to productive jobs, misallocating labour and lowering output and welfare. Several policies aim to mitigate this misallocation by bringing workers closer to productive firms. Nevertheless, they substantially differ in how they affect the local costs firms face. Policies that indirectly increase local costs in productive locations are more effective, since not many productive jobs are destroyed. Localness heterogeneity has broader implications for how these policies shape the distribution of wages.
     

  • Michael Bikard (Strategy, INSEAD). Standing on the Shoulders of (Male) Giants: Gender Inequality and the Technological Impact of Scientific Ideas. January 2024. 
    Abstract: This paper shows that gender inequality affects the extent to which scientific ideas are used to develop new technologies. Despite strong incentives to select the most promising ideas, we claim that inventors are more likely to build on men’s rather than women’s science. We examine several explanations for this gender gap in inventors’ attention. These findings have implications for our understanding of frictions in science-based technology development, as well as for broader theories of how gender inequality shapes cumulative innovation.

     

  • Elizabeth Wolf (Organisational Behaviour, INSEAD). Work Over Life: Gender Stereotypes and the Commodification of Men’s Health and Personal Lives. November 2023. 
    Abstract: Traditionally, men are assumed to be more dedicated and committed workers than women, in part because women are assumed to have more personal commitments outside of work than men. Past research has explored many consequences this masculine ideal worker schema has for women, including generating pay and status gaps between men and women.

     

  • Daisy Pollenne (Research Associate, INSEAD - Doctoral student, Oxford University). Subjective well-being implications migrants' employment in the UK. October 2023. 
    Joint Research Seminar with the James M. and Cathleen D. Stone Centre for the Study of Wealth Inequality and the Economics & Political Science Area. 
    Abstract: This article determines subjective well-being (SWB) implications of migrants’ employment in the UK, based on their initial reason for migrating to the country (i.e., employment, family, study and asylum reasons). After conducting several robustness checks, the article discusses SWB implications of policies restricting migrants’ access to employment, including in the UK as part of the Brexit process, but in destination countries more broadly.

Publications

Aral, K. D., & Van Wassenhove, L. N. (2024). Racial discrimination in sourcing: evidence from controlled experiments. Production and Operations Management.

Baker M., Koebel K., Stabile M. (2024). The Impact of Family Tax Benefits on Children's Health and Educational Outcomes. AEA Papers and Proceedings.

Bear, J. B., & Miron-Spektor, E. (2023). Understanding the role of gender in humor expression: directions for future scholarship. Current Opinion in Psychology.

Bellet, C. S., Dubois, D., & Godart, F. (2025). Do consumers respond to social movements? Evidence from gender-stereotypical purchases after# MeToo. Management Science.

Bennedsen, M., Larsen, B., & Wei, J. (2023). Gender wage transparency and the gender pay gap: A survey. Journal of Economic Surveys.

Bhagavatula, S., Bhalla, M., Goel, M., & Vissa, B. (2023). Social diversity in corporate boards and firm outcomes. Journal of Corporate Finance, 83, 102499.

Bikard, M., Fernandez-Mateo, I., & Mogra, R. (2025). Standing on the shoulders of (male) giants: Gender inequality and the technological impact of scientific ideas. Administrative Science Quarterly.

Breugem, T., Fan, Y., Gernert, A. K., & Van Wassenhove, L. N. (2025). Equity in health and humanitarian logistics: A people-centered perspective. Production and Operations Management.

Cavallin Toscani, A., Atasu, A., Van Wassenhove, L. N., & Vinelli, A. (2024). OM forum—In-person or virtual? What will operations management/research conferences look like? Manufacturing & Service Operations Management.

Chen, G., Hsu, P. H., Lee, Y. T., & Mack, D. Z. (2024). How deep‐level and surface‐level board diversity, formal and informal social structures affect innovation. Journal of Management Studies.

Chen, G., Hsu, P. H., Lee, Y. T., & Mack, D. Z. (2025). How Deep‐Level And Surface‐Level Board Diversity, Formal and Informal Social Structures Affect Innovation. Journal of Management Studies.

Duarte Neves H., Asaria M., Stabile M. (2024). Young, Muslim and Poor: The Persistent Impacts of the Pandemic on Mental Health in the UK. Social Science & Medicine.

Gupta, A., Hansman, C., & Mabille, P. (2025). Financial constraints and the racial housing gap. Journal of Financial Economics.

Han, S. W., & Oh, E. (2025). Aligned, competing, and blurred: Gender and family attitudes in East Asia. Journal of Marriage and Family.

Han, J. Y., Greve, H., & Shipilov, A. (2024). The liability of gender? Constraints and enablers of foreign market entry for female artists. Journal of International Business Studies.

Jampol, L., Rattan, A., & Wolf, E. B. (2023). A bias toward kindness goals in performance feedback to women (vs. men). Personality and Social Psychology Bulletin.

Jiang, W. Y., Zhao-Ding, A., & Qi, S. (2025). Breaking free or locking in: How socially disadvantaged individuals achieve or reject an aspired identity in an entrepreneurial context. Academy of Management Journal.

Kaul R., Anderson S.J., Chintagunta P.K., Vilcassim N. (2024). Call Me Maybe: Does Customer Feedback Seeking Impact Nonsolicited Customers? Marketing Science

Langlois, M., & Chandon, P. (2023). Inequality, Stress, and Obesity: Socioeconomic Disparities in the Short-and Long-Term Effects of the COVID-19 Pandemic. Journal of the Association for Consumer Research.

Laurin, K., Engstrom, H. R., Schmader, T., Chua, K. Q., Klein, N., & Côté, S. (2025). Trust and trust funds: How others’ childhood and current social class context influence trust behavior and expectations. Journal of Personality and Social Psychology. Advance online publication.

Lenk J.D., Pierre C., and Shemal D. (2025). Which Consumers Change Their Food Choices in Response to Carbon Footprint Labels? The Role of Political Ideology and Other Socio-Demographic Factors. Nutrients, 17 (8), 1321. MDPI.

Mack, D. Z., Chen, G., Hsu, P. H., Lee, Y. T., & George, G. (2025). Interfaces, Social Information Processing, And Diversity Cascades: How Board Diversity Influences Invention Output. Research Policy, 54(1), 105148.

Miron-Spektor, E. (2005). Managing paradoxes of creativity and innovation: Fusing Eastern and Western perspectives. In M. Gelfand, C.-Y. Chiu, & Y.-Y. Hong (Eds.), Handbook of Advances in Culture and Psychology. Oxford University Press.

Miron-Spektor, E., & Paletz, S. B. F. (2024). Culture and creativity in organizations: New directions and discoveries. In M. J. Gelfand & M. Erez (Eds.), Oxford Handbook of Cross-Cultural Organizational Behavior. Oxford University Press.

Miron-Spektor, E., Bear, J. B., & Eliav, E. (2023). Think funny, think female: The benefits of humor for women’s influence in the digital age. Academy of Management Discoveries.

Nguyen, N., Hideg, I., Engel, Y., & Godart, F. (2024). Benevolent sexism and the gender gap in startup evaluation. Entrepreneurship Theory and Practice.

Palladino M. G., Roulet A., Stabile M. (2025). Narrowing Industry Wage Premiums and the Decline in the Gender Wage Gap. Labour Economics, 94.

Pollenne, D. (2024). Understandings of happiness and life satisfaction among refugees in the UK. Journal of Refugee Studies, 37(1), 51-71.

Pollenne, D., Vargas-Silva, C. (2024). Differences in migrants’ reason for migration and subjective well-being: not so different after all. Comparative Migration Studies, 12(1), 11.

Rau, R., Sandvik, J., & Vermaelen, T. (2024). IPO price formation and board gender diversity. Journal of Corporate Finance.

Schaerer M., Du Plessis C., Nguyen M. H. B., van Aert R. C. M., Tiokhin L., Lakens D., Clemente E. G., Pfeiffer T., Dreber A., Johannesson M., Clark C. J. & Uhlmann E. L. (2023). On the trajectory of discrimination: A meta-analysis and forecasting survey capturing 44 years of field experiments on gender and hiring decisions. Organizational Behavior & Human Decision Processes.

 

Bellet, C., Dubois, D., & Godart, F. (2024). Do Consumers Respond to Social Movements? Evidence from Gender-Stereotypical Purchases After# MeToo. 

Bhagavatula S., Bhalla M., Goel M., & Vissa B. (2023). Social diversity in corporate boards and firm outcomes. 

Chen L., Desir A., & Roels G. (2023). Pay Transparency in Heterogeneous Teams: Could Some Fairness Concerns Hurt Productivity?

Guadalupe M., Pollenne D., & Snellman, K. (2024). Norms at Work: Well-being, Performance and Competition in Academia.

Gupta, A., Hansman, C., & Mabille, P. (2023). Financial constraints and the racial housing gap.

Karelaia, N. & Lawson, M. A. (2024). When women ask, do we tell? Gendered responses to questions.

Koebel K., Pollenne D., On penalties and premiums. The impact of childbirth on work and well-being of parents.

Nault, K., Snellman, K., & Thau, S. (2024). The role of feminist identity in influencing evaluations of gender diversity.

Palladino M. G., Roulet A., & Stabile M. (2023). Exploring the role of firms in the decline of the gender wage gap over the past two decades.

Pollenne, D., (2025). The place of safety in refugees’ subjective well-being.

Pollenne D., Abi-Esber N. & Bresman H., Diversity, psychological safety, and group performance.

Pollenne D., Vargas-Silva, C., Work your way to remain: Well-being and employment of migrants in the UK.

Sevcenko, V., Ayoubi, C., Choudhury, P., & Jang, S. (2024). Office at offsite: How temporary colocation shapes communication in an all-remote organization.

Snellman K., Stronski K., Lawson A., Medina Bardalez X., Parker P., Uhlmann E.L. The association between gender diversity and firm performance is approximately zero.

Stronski K., How Migrant CEOs Impact Firms’ Hiring of Migrant Employees.

Stronski K. & Xu L., Buying Legacy? How CEO Retirement Impacts Employee Wages.

Aral K., Van Wassenhove L. (2024). How Race Can Impact Sourcing Decisions. INSEAD Knowledge.

Bellet C.S., Dubois D., Godart F. (2024). How #MeToo and Other Social Movements Sway Consumers. INSEAD Knowledge

Bikard M., Mogra R., Fernandez-Mateo I. (2024) Are Men’s Ideas Valued More Than Women’s? INSEAD Knowledge.

Chen G. (2024). How to Get the Most Out of a Diverse Board. INSEAD Knowledge

Lawson A. (2024). How Segregation Shapes Our Views on Inequality. INSEAD Knowledge

Li E. (2025). Making Mental Health Programs Work at Multinational Companies. Harvard Business Review.

Pollenne D., Snellman K. (2024) Connecting across disconnections. INSEAD Knowledge.

Meyer E. (2023). When Diversity Meets Feedback. Harvard Business Review, 101(5), 86-97.

Miron-Spektor, E., Bear J., Eliav, E., Huang, L., Milovic, M., & Lou, E.Y. (2023). Being funny can pay off more for women than men. Harvard Business Review, Digital Articles.

Snellman K. (2025). INSEAD Explains Entrepreneurship: Removing Barriers to Social Change. INSEAD Knowledge.

Snellman K. (2025). INSEAD Explains Sustainability: Diversity and Inclusion. INSEAD Knowledge.

Bennedsen, M., Itoh, K., Stabile, M., & Henry, B. (2023). Hoshi Ryokan: The world’s oldest family firm and the first female succession in 1,305 years.

Daviron O., Cool K., Consigli and the Global Market for Artificial Intelligence in Construction Engineering in 2024. INSEAD Case Publishing

Greve H., Walt Disney Company and DeSantis: Ready for a New Round of Disputes? INSEAD Case Publishing.

Guadalupe M., A Living Wage at Michelin. INSEAD Case Publishing

Henderson F.A., Snellman K., Medina Bardalez X., The Kiss that Shook Women’s Football

Kinias Z., & Williams E. (2023). Turning the tide in Mozambique: Developing gender inclusion at a major logistics hub.

Lee M.Y., Petriglieri G., de Sa Rodrigues G., Mousinho R., Rodrigo Ventre at EPPO: Humanistic Leadership, Radical Change, and the Journey Towards Self-Management. INSEAD Case Publishing.

Lin C., Canta and Nabta Health: Two Women Entrepreneurs on a Journey to Solve the Fertility Challenge. INSEAD Case Publishing.

Monteiro L.F., Duvanskaya T., Visnjic I., Transforming Play: How the LEGO Group Builds the Future with Purpose in the AI and Digital Age. INSEAD Case Publishing.

Monteiro, L. F., McLachlin, R., Tatarinov, K., & Ambos, T. (2024). Giga: Connecting every child.

Monteiro, L. F., Carrick, A.-M., Tanure, B., & Visnjic, I. (2024). Suzano’s innovability transformation: The next 100 years.

Snellman K., Petriglieri J., Henderson F.A., Duvauchelle A., Zing - Diversity and Inclusion. Digital Resource – LiveCase. INSEAD Case Publishing.

Stabile, M., Aggarwal, R., & Carrick, A.-M. (2023). Babylon Health (A): Impact of artificial intelligence in healthcare - Equal or unequal disruption?

Yap A.J., Godart F., Persuasion and Fairness: The Good Heart of our People. INSEAD Case Publishing.

Conferences

Relationships Around Differences Conference

CONNECTIONS AND DISCONNECTIONS IN THE WORKPLACE
Relationships Across Differences (RADs) Roundtable

This roundtable serves as a forum for senior leaders and academic experts to exchange ideas on advancing diversity, equity, and inclusion (DEI) practices within organizations. We engage in discussions on building more effective relationships across differences.

Conferences are co-organised with Harvard Business School, Wharton, and the Gender Initiative


 

 

In 2023-2024, we partnered with Wharton and Harvard Business School to launch the Relationships Across Differences Roundtable, a coalition of more than 70 academics and industry leaders committed to advancing inclusivity in all its forms. The goal of the partnership is to share science-backed insights and best practices, discuss common problems, and find new ways to engage all stakeholders, even those who are sceptical of D&I efforts. 

We held our inaugural meeting on May 14th, 2024, at Wharton, where members spent the day talking candidly and confidentially about some of their biggest and most complex challenges. The Roundtable was preceded by an academic conference, Connecting across Disconnections, that was also co-organised by Wharton, INSEAD, and Harvard Business School. 

The second Relationships Across Differences (RAD) Conference, organised by Wharton, HBS, and INSEAD, took place on 7 May 2025 at Harvard Business School. It was followed by the conference "Race, Gender, and Equity" organised by HBS on 8-9 May 2025.

Daisy Pollenne presented her paper: "Daddy Issues:  Impact of Childbirth on Work and Well-Being of Parents”, at the Relationships Across Differences (RAD) conference at Harvard Business School on 7 May 2025.

Research Seminars

coaching

AoM Conference, Chicago

"Community Collectivism and Risk Preference: How CEOs’ Rural Residence Promotes Firm Innovation”, AoM conference, Chicago, August 2024, presented by Kamil Stronski
 

coaching

Leibniz Centre for European Economic Research

“Norms at Work: Well-being, Performance and Hyper-Competition in Academia”, Research with and within Organizations, Leibniz Centre for European Economic Research, Mannheim, September 2024, presented by Maria Guadalupe

Panel: "Research Opportunities on Labor Shortage and Refugee Integration”, Research with and within Organizations, Leibniz Centre for European Economic Research, Mannheim, September 2024, Panel Discussion with Daisy Pollenne


 

coaching

IFC Paris Office

“Norms at Work: Well-being, Performance and Competition in Academia”, IFC Paris Office, 18 March 2025, presented by Maria Guadalupe

coaching

Economics Department, University of Toronto, Canada

“Daddy Issues:  The Differential Impact of Childbirth on the Well-Being of Mothers and Fathers in the UK”, Economics department at University of Toronto, Canada, April 2025, Daisy Pollenne and Kourtney Koebel

coaching

Goethe University Frankfurt 

“Norms at Work: Well-being, Performance and Competition in Academia”, Goethe University Frankfurt 17 May 2025, Maria Guadalupe

coaching

University of Ottawa, Canada

“Daddy Issues:  Impact of Childbirth on Work and Well-Being of Parents”, Motherhood health and well-being workshop, University of Ottawa, Canada, May 2025, Daisy Pollenne

coaching

The Wharton School of the University of Pennsylvania, United States of America

“On penalties and premiums. The impact of childbirth on work and well-being of parents",  People & Organizations, Plenary session, September 2025, Daisy Pollenne

"Heterophily in the Market: Brokering Success Through Organizational Racial and Ethnic Representativeness", People & Organizations, Round Table session, September 2025, Yiftach Yarmar

"When Women Stick Together: Network Dynamics and Shared Resources Following Disruptive Events", People & Organizations, Round Table session, September 2025, Yiftach Yarmar

coaching

SKEMA Business School

"Who Pays the Price for Failure? Mixed-gender Film Production Teams and Career Penalties After a Box Office Bomb", Skema KTO Research Seminar, September 2025, Kaisa Snellman

coaching

Coller Business School, Tel-Aviv, Israel

"Shared Identities, Unequal Returns: the Paradox of Homophily for Underrepresented and Dominant groups”, Business Economics and Strategy Group Seminar, December 2025, Yiftach Yarmar

coaching

UCL Global Business School for Health, London, UK

"Buying Legacy? How CEO Retirement Impacts Employee Wages", December 2025, presented by Kamil Stronski

People & Organisations at Wharton

“Buying Legacy? How CEO Retirement Impacts Employee Wages”, People & Organisations, Wharton, September 2024, presented by Kamil Stronski

 

 

Management Research Workshop ESSEC – HEC – INSEAD, ESSEC Business School, France

“The Role of Feminist Identity in Influencing Evaluations of Gender Diversity”, Management Research Workshop ESSEC – HEC – INSEAD, December 2024, presented by Kaisa Snellman

“Buying Legacy? How CEO Career Horizon Impacts Employee Wages”, Management Research Workshop ESSEC – HEC – INSEAD, December 2024, presented by Kamil Stronski

“The Hidden Contribution of Women to Science”, Management Research Workshop ESSEC – HEC – INSEAD, ESSEC Business School, December 2024, presented by Michaël Bikard

“How to succeed in early career”, Management Research Workshop ESSEC – HEC – INSEAD, December 2024, Panel Discussion by Kaisa Snellman and Michaël Bikard, with Olivier Chatain (HEC) and Raffaele Conti (ESSEC)

"Shared Identities, Unequal Returns: the Paradox of Homophily for Underrepresented and Dominant groups”, November 2025, presented by Yiftach Yarmar

Toronto Rotman School of Management - University of Toronto

“Norms at Work: Well-being, Performance and Competition in Academia”, 24 April 2025, Maria Guadalupe

"On penalties and premiums. The impact of childbirth on work and well-being of parents", Centre for Industrial Relations and Human Resources Work-in Progress Seminar Series, September 2025, Daisy Pollenne

ESSEC Business School, France

PhD Workshop, discussion on two papers, ESSEC, Paris, 19 May 2025, Kaisa Snellman

University of Zurich, Switzerland

"Norms at Work: Masculinity, Performance and Well-being in Academia", June 2025, Daisy Pollenne

AOM Annual Meeting, Copenhagen, Danemark

“Who pays the price for failure? Film production teams and career death after a box office bomb", at the symposium "From Interests to Outcomes: Exploring Gendered Pathways in Careers", July 2025, Kaisa Snellman, Isabelle Solal, Kamil Stronski, and Eric Uhlmann.

“Breaking Barriers: How Foreign CEOs Influence the Hiring of Foreign Job Candidates”, July 2025, Kamil Stronski

"Norms at Work: Well-being, Performance and Hyper-Competition in Academia" at the Symposium on “Sexual Misconduct in the Workplace: Organizational Consequences and the Role of Toxic Culture”, July 2025, Daisy Pollenne, Maria Guadalupe, Kaisa Snellman

 

Haskayne School of Business, Calgary, Canada

"On penalties and premiums. The impact of childbirth on work and well-being of parents", Cultivating Respect in Organizations Workshop, October 2025, Daisy Pollenne

Sciences Po Paris, France

"Norms at Work: Hyper-Competition, Well-being and Performance in Academia", CEPR Conference in Honour of Ghazala Azmat, December 2025, presented by Maria Guadalupe

Applied Research Study

Handbook for the implementation of gender equality plans for research institutions, 2023
This document serves as a practical guide for developing and implementing Gender Equality Plans within Higher Education Institutions, specifically in Arts, Humanities, Medicine, Social Sciences, Business, and Law (AHMSSBL). 

Drawing from the research and results of the EQUAL4EUROPE project, it aims to offer a comprehensive perspective on gender equality. It explores the gender disparities within AHMSSBL institutions and presents the strategies deployed to mitigate the challenges faced by women.

Digital Content