Our Latest Research on D&I
Why Diversity Matters
This special number of “In-Depth” presents the latest research from HEC professors and Ph.D. students on the impact of Human Resources policies and leadership on diversity and inclusion (D&I). These often throw up stereotypes in factors of discrimination and in shaping workplaces and society. Researchers explain their key findings in D&I and offer concrete insights and recommendations to better face management and career challenges. Hence, they attempt to answer certain crucial societal issues.
Why Diversity Matters
Matteo Winkler is a law professor at HEC Paris, focusing an important part of his research on international human rights and on teaching Diversity and Inclusion. Professor Winkler also chairs the HEC Paris Diversity Committee. Eloïc Peyrache is a professor of economics. He began his research career with a study of gender diversity in admissions to French Grandes Ecoles. He was nominated Dean of HEC Paris in January 2021. Both professors share their insights on the stakes in Diversity and Inclusion, ways to address discrimination and proposals to include diversity through research. These, they say, are just some of a panoply of initiatives being explored at HEC Paris.
Including and Managing Diversity: Interview with Researchers
In this interview with Knowledge@HEC, a dozen of professors and Ph.D. students from HEC Paris share the key findings of their latest research on diversity and inclusion. They also share insights for managing one’s career in challenging contexts and give analysis on how education and the new generations can change the workplace culture.
The Role of Citizens in Managing a Crisis by Including Migrants
The year 2015 marked a cesura in Europe’s recent history to “the largest migration movement of people that Europe has seen since 1945” (Financial Times, 2015). Private citizens quickly and efficiently organized to assist the settling of 20,000 of refugees crossing borders every day in Germany, compensating for the state’s initial inability to handle the situation (The Economist, 2015). Researchers have investigated the early organization that led to the quick response of those citizens to manage a crisis. In this interview, David Twardowski Crvelin, Assistant Professor of Accounting and Management Control at HEC Paris, discusses the conditions that help the inclusion of migrants in business and society.
Unintended Consequences: When Minority Directors Get a “Pass” in Cases of Fraud
Companies are increasingly facing societal pressure to diversify their boards. However, these well-intended measures may have unforeseen consequences, a new study finds. Because of a perceived shortage of minority candidates, fraud-tainted minority directors — unlike their non-minority counterparts — enjoy some immunity from negative reputational consequences.
How Brands Can Fight Gender Stereotypes in Ads
Men and women value a product differently depending on whether it has a male or female brand representation — think Mr. Clean or Betty Crocker. Specifically, female-identified brands are less appealing to male shoppers. But researchers have found a relatively simple way to combat this gender bias.
“A $%^* Sexist Program”: Detecting and Addressing AI Bias
A major issue facing companies that use AI, algorithmic bias can perpetuate social inequalities — as well as pose legal and reputational risks to the companies in question. New research at HEC Paris offers a statistical method of tracking down and eliminating unfairness.
Why Private Equity Firms Should Include More Women
At the senior level, men outnumber women by a 10 to 1 ratio in the private equity sector. Considerations about gender equality notwithstanding, such a testosterone-only environment is not good for... the bottom line. A large-scale study of investment deals by HEC Paris professor of strategy and business policy proves that teams with at least one female member dramatically outperform male-only teams. An interview with Oliver Gottschalg.
Why So Few Women Occupy the Most Lucrative Jobs
Though women have made inroads into traditionally male-dominated sectors, gender gaps still exist in the most influential and best-paid jobs. Two authors looked beyond discriminatory hiring practices and women’s “self-selection” out of applying for highly desired jobs — and find explanations at the heart of corporate culture.