To enable women’s advancement where it’s needed most, individual, interpersonal and institutional changes are required.
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Professionals versed in several cultures have an exceptional ability to learn from experience.
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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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Good use case - Very interesting and good to see possibilities. I have been talking to Dinis Guarda in...
Engagement Leader - Nice read. regards, Devansh Chaurasiya
Jennah boutique - Most business relationships in the Arabian Gulf or throughout the Arab world are based on...
Lower rents better than UBI - What's better than an unconditional Basic Income (BI)? A reduction in rents!...
Mr. - There has been a meme: "VN 14% droped out that weeding out weaker students" give an impression of...