To enable women’s advancement where it’s needed most, individual, interpersonal and institutional changes are required.
Clarissa Cortland
Clarissa Cortland is a post-doctoral fellow at INSEAD. Clarissa’s research focuses on stereotyping and discrimination, intergroup relations, and bias-reducing interventions aimed at increasing the representation of women and minorities in leadership and STEM (Science, Technology, Engineering, Math) contexts. Currently, she is also interested in when and how people belonging to underrepresented stigmatized groups support and advocate for one another.
Latest Posts and Articles
Interventions designed to increase women’s cultural fit can also create a better working environment for everyone.
How to address resource-based gender gaps across a wide variety of contexts.
Research from INSEAD’s 2nd annual Women at Work conference offers practical solutions for establishing gender-balanced...
What can organisations do when changing mindsets isn’t enough?
Organisations are investing heavily to level the playing field for professional women, but they often lack a systematic approach.
A clear-eyed, nuanced organisational perspective can strengthen employee engagement and galvanise change.
Simple, low-cost psychological interventions can be part of an organisational toolkit for enabling gender balance.
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The most polite way of calling people dumb! Love it! - "And with populations in a state of psychological...
Kaushik - Good article, the point of not becoming a hero is very important and making sense is important...
F**K-Up Friday - This is a fabulous idea as I also believe we learn a lot from trying new things and seeing...
Dear Jane, - Dear Jane, ...
Dear JP Knox, - Dear JP Knox, ...