Stanford Social Innovation Review
Rachael Goodman & Sarah Kaplan discuss how gender-diverse people face different kinds of economic inclusion and exclusion than other marginalized groups. (Part 5 in a 5-part series with SSIR).
Stanford Social Innovation Review
Rachael Goodman & Sarah Kaplan discuss how extended families can actually enable women to take on paying jobs outside the home (Part 4 in a 5-part series with SSIR).
Stanford Social Innovation Review
Laura Doering & Sarah Kaplan argue that the actual impacts of development policies aimed at improving women's lives happen in day-to-day interactions (Part 3 of a 5-part series with SSIR)
Women of Influence
Sarah Kaplan and Alyson Colón write about the backlash on gender diversity, and how we can move forward by treating diversity as an innovation challenge.
Stanford Social Innovation Review
Sarah Kaplan and GATE post doc Rachael Goodman write about how the mantra of meritocracy is being exported around the world. (Part 2 of a 5-part series with SSIR.)
Stanford Social Innovation Review
Sarah Kaplan and GATE post doc Rachael Goodman write about improving the effectiveness of women's empowerment programs by involving men. (Part 1 of a 5-part series with SSIR.)
Rotman Management Magazine
Sarah Kaplan argues that instead of focusing on building a ‘business case’ for gender equality, we need to re-frame it as an innovation challenge.
Harvard Business Review
Advertising oneself as a diversity-friendly employer does not solve the problem of discrimination. Pro-diversity statements give you a more diverse applicant pool, but it takes more to make workplaces inclusive.
Rotman Management Magazine
Our frames of reference and procedures contain implicit biases that devalue women’s contributions and reinforce the privileges of dominant groups. Here’s what to do about it.
Rotman Management Magazine
Sonia Kang, Katherine DeCelles, Andràs Tilcsik, and Sora Jun show that even companies that publicly espouse an inclusive environment continue to discriminate against candidates who appear to be from non-white backgrounds. Worse yet, many non-white job candidates are proactively ‘whitening’ their resumes in order to hide their racial identity.
