In this Maclean’s video, GATE-funded researcher Hadiya Roderique discusses her personal experiences with the gender wage gap and what she thinks companies can do to address the issue.
This video is a part of a series of video interviews and articles published by Maclean’s for its February 2018 issue focused on pay equity.
Hadiya Roderique is currently a doctoral candidate in Organizational Behavior and Human Resources Management. Her funded project is called, “Race, Gender and Agency in Leadership: An Examination of Intersectional Identities and Agentic Penalties.” This research project will examine the effect of different agentic, leadership behaviors on evaluations of Black and White women leaders. The study predicts that unlike their White counterparts, Black women will be protected from agentic penalties where the described behavior aligns with stereotypes associated with their race and gender.
In this Maclean’s video, Sarah Kaplan and GATE-funded researcher Hadiya Roderique discuss the gender pay gap alongside Rona Ambrose, Diana Matheson, Kirstine Stewart, Rudayna Bahubeshi and Jodi Kovitz.
This video is a part of a series of video interviews and articles published by Maclean’s for its February 2018 issue focused on pay equity.
To learn more about the gender wage gap, check out this panel discussion held on Equal Pay Day 2017.
‘Black on Bay Street’ writer on diversity and inclusion in corporate Canada
Hadiya Roderique, writer of ‘Black on Bay Street’ and organizational behaviour researcher at the University of Toronto, sat down with BNN’s Jon Erlichman to discuss her powerful Globe and Mail essay about diversity in corporate Canada. She says Bay Street needs to capitalize on its diversity and understand that women and people of colour are also some of the smartest people in their organization.
Our colleagues at BEAR (Behavioural Economics in Action at Rotman) have a webinar series and behavioural insights. Our own Faculty Research Fellow, Prof. Sonia Kang spoke on “Nudging for Diversity” on November 9, 2017.
Most organizations list Diversity and Inclusion at the forefront of their goals and values. However, not all efforts to increase diversity are successful, and some even end up doing more harm than good. This webinar provides an overview of the current landscape of diversity and inclusion research and practice, and a discussion of how insights from behavioural science might help us to achieve these goals. In it, Professor Kang talks about the ways we can change processes and structures in organizations – with a particular focus on hiring procedures – to moderate or eliminate implicit bias embedded in people’s beliefs and in organizational practices. She also emphasizes that change requires experimentation and companies shouldn’t be afraid to make mistakes.
In this Globe and Mail video, GATE-funded researcher Hadiya Roderique offers three steps organizations can take to support women, racialized minorities and other diverse talent.
This video accompanies her feature piece called “Black on Bay Street” which appeared in the Globe and Mail on November 4, 2017.
Hadiya Roderique is currently a doctoral candidate in Organizational Behavior and Human Resources Management. Her funded project is called, “Race, Gender and Agency in Leadership: An Examination of Intersectional Identities and Agentic Penalties.” This research project will examine the effect of different agentic, leadership behaviors on evaluations of Black and White women leaders. The study predicts that unlike their White counterparts, Black women will be protected from agentic penalties where the described behavior aligns with stereotypes associated with their race and gender.
[fusion_builder_container hundred_percent=”no” equal_height_columns=”no” menu_anchor=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” background_color=”” background_image=”” background_position=”center center” background_repeat=”no-repeat” fade=”no” background_parallax=”none” parallax_speed=”0.3″ video_mp4=”” video_webm=”” video_ogv=”” video_url=”” video_aspect_ratio=”16:9″ video_loop=”yes” video_mute=”yes” overlay_color=”” video_preview_image=”” border_color=”” border_style=”solid” padding_top=”” padding_bottom=”” padding_left=”” padding_right=”” type=”legacy”][fusion_builder_row][fusion_builder_column type=”1_1″ layout=”1_1″ background_position=”left top” background_color=”” border_color=”” border_style=”solid” border_position=”all” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” center_content=”no” last=”true” min_height=”” hover_type=”none” link=”” border_sizes_top=”” border_sizes_bottom=”” border_sizes_left=”” border_sizes_right=”” first=”true”][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”” rule_size=”” rule_color=”” hue=”” saturation=”” lightness=”” alpha=”” content_alignment_medium=”” content_alignment_small=”” content_alignment=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” margin_top=”” margin_right=”” margin_bottom=”” margin_left=”” fusion_font_family_text_font=”” fusion_font_variant_text_font=”” font_size=”” line_height=”” letter_spacing=”” text_transform=”” text_color=”” animation_type=”” animation_direction=”left” animation_color=”” animation_speed=”0.3″ animation_delay=”0″ animation_offset=”” logics=””]In one of four short talks on how to “Survive and Thrive,” Sarah Kaplan talks about the challenges of achieving gender diversity.
The Rotman School strategy area launched its new book: Survive and Thrive: Winning Against Strategic Threats to Your Business. In one of the 4 short talks launching the book, GATE director, Sarah Kaplan, spoke about the challenges of achieving gender diversity in your business on November 7, 2017.
In it, she talks about how lack of attention to diversity issues can lead to important challenges to businesses including lawsuits, reputational damage and struggles in the war for talent. She highlights four actions individuals and organizations can do to invest in equality: sponsoring (not just mentoring); enrolling and engaging to build support in the organization; increasing transparency of information on recruiting, pay and promotions; and monitoring people and holding them accountable.
From Volkswagen to BP, from Blackberry to Bombardier, from United Airlines to Equifax, businesses — large and small — face threats to their survival. These worries keep corporate leaders awake and night. Is there anything businesses can do about it?
This question and more is answered in the new book, Survive and Thrive: Winning Against Strategic Threats to Your Business, featuring a collection of insights by strategy professors at the University of Toronto’s Rotman School of Management. The book takes readers through some of the most vexing threats to business today, threats that put the very existence of organizations into question. From disruptive innovation, to social media disasters, to mistaken technical investments, to gender discrimination, to misunderstood competition, companies need to be able to anticipate crises and prepare to deal with them head on. Reading this book, readers will get warnings about four mistakes that companies commonly make – blindness to interactions between systems, getting locked in to existing ways of doing business, falling victim to cognitive biases, and derailment by short-termism.
The good news is that mistakes can be managed. Using structured anticipation, companies can prepare, reorganise and challenge themselves to embrace rather than shirk from risk.
Executives will find principles and practices for anticipating potential threats and creating responses that permit their businesses to not only survive but thrive.
Editor Joshua S. Gans is a professor of strategic management and holds the Jeffrey S. Skoll Chair of Technical Innovation and Entrepreneurship at the Rotman School. He is also chief economist of the School’s Creative Destruction Lab. He wrote The Disruption Dilemma, Information Wants to be Shared, and several other books.
Editor Sarah Kaplan, Director of the Institute for Gender and the Economy at the Rotman School, is also Distinguished Professor of Gender and the Economy and a professor of strategic management. She co-wrote the business bestseller Creative Destruction.
“The mantra for the book is that leaders need to be alert and not panicked. While there are always threats that can take out a business, alongside those threats are manageable actions that can be deployed to either pre-empt or confront them,” say Profs. Gans and Kaplan.
In addition to Profs. Gans and Kaplan, contributors to the book include Rotman Professors Ajay Agrawal, Anne Bowers, Kevin Bryan, Alberto Galasso, Anita McGahan, Will Mitchell, A. Rebecca Reuber, Michael Ryall, and András Tilcsik.
Rotman’s Women in Management Association (WIMA) and their ally partners WiMen have launched a series of videos on gender and emotional intelligence. Part 1 is an interview with Stéphane Côté, Professor of Organizational Behaviour and HR Management at the Rotman School on how perceptions of men’s and women’s emotions affect their leadership effectiveness. More on his bio here.
As part of our Rotman Short Talks series, hear from Professor Sonia Kang about how diversity statements can have unintended consequences. Based on her research on whitening resumés, she shows that minorities tend to disguise their minority status when applying for jobs, understanding rightly that firms tend to select people at a lower rate when their ethnic background is more visible. Yet, when firms make statements about their desire for diverse candidates, applicants are less likely to “whiten” their resumés. Unfortunately, even these firms that make diversity statements tend to hire racialized minorities at lower rates, thus leading diversity statements to have the opposite of the intended effect. See our research brief about the study here.
Sonia Kang is an Assistant Professor of Organizational Behaviour and Human Resource Management in the Department of Management at the University of Toronto Mississauga, and holds a cross-appointment to the Organizational Behaviour and HR Management area at Rotman. Her research explores the challenges and opportunities of diversity, including strategies for mitigating the far-reaching effects of stigma and harnessing the power of diversity for society and organizations alike. Sonia’s research has been published in journals including the Journal of Personality and Social Psychology, Psychological Science, Administrative Science Quarterly, and the Journal of Experimental Social Psychology, and has been featured in media outlets such as The Globe and Mail and The Atlantic.
As part of our Rotman Short Talks series, hear from Professor Sarah Kaplan about why progress towards gender equality is slow. In it, she focuses on the risks of backlash and the discomfort associated with diversity. She argues that the myth of meritocracy is getting in the way of progress. And, she highlights that getting comfortable with discomfort is the only way to move forward.
Sarah Kaplan is Professor of Strategic Management at the Rotman School. She is author of the New York Times business bestseller, Creative Destruction, challenging the notion of sustainable competitive advantage and the myth of excellence, and the recently released Survive and Thrive: Winning Against Strategic Threats to Your Business. The research shows that long-established companies, instead of maintaining excellence, almost always under-perform the market over time. Ironically, the very culture and meticulously maintained systems that fuel the good times cause companies to stall out. Her work has focused on generating insights that can help companies avoid this cultural lock-in and innovate at the pace and scale of the market.
Her current research continues this exploration of how organizations participate in and respond to the emergence of new fields and technologies. Her studies examine the biotechnology, fiber optics, financial services, nanotechnology and most recently, the field emerging at the nexus of gender and finance. Her interest in gender lens investing is in understanding how whole new ecosystems can be built. She recently authored “Gender Equality as an Innovation Challenge” in the Rotman Magazine (2017), “The Risky Rhetoric of Female Risk Aversion” in the Stanford Social Innovation Review (2016), “Meritocracy: From Myth to Reality” in the Rotman Magazine (2015), “The Rise of Gender Capitalism,” in the Stanford Social Innovation Review (2014).
Formerly a professor at the Wharton School, University of Pennsylvania (where she remains a Senior Fellow), and a consultant and innovation specialist for nearly a decade at McKinsey & Company in New York, she completed her doctoral research at the Sloan School of Management at the Massachusetts Institute of Technology (MIT).
As part of our Rotman Short Talks series, hear from Professor Stéphane Côté about how social class affects our behaviour. Based on his research, he shows that those in upper economic classes are less inclined to help others, especially when they are made aware of social inequalities. He outlines that society would function better with only moderate levels of inequality — which raises a red flag about the risks of increasing inequality in many economies.
Stéphane Côté is Professor of Organizational Behaviour and Director of the PhD program at the Rotman School of Management at the University of Toronto. He received his PhD in organizational psychology from the University of Michigan. He studies how employees can use emotional intelligence to improve their well-being and performance, and how social class and economic inequality relate to prosocial behavior in social and organizational settings. He serves on the editorial boards of the Administrative Science Quarterly, Academy of Management Journal, and Personnel Psychology, and has served as Associate Editor of Emotion. He is a Fellow of the Society for Personality and Social Psychology. He teaches The Socially Intelligent Manager in the MBA program and seminars on organizational behavior and research methods in the PhD program.
