To enable women’s advancement where it’s needed most, individual, interpersonal and institutional changes are required.
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Solving the energy/environment equation requires a significant innovation push.
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Zoe Kinias
Zoe Kinias is an Associate Professor of Organisational Behaviour at INSEAD.
Her research focuses on how social identities and situational factors affect individuals’ understanding of social and professional events and on how to improve individual and group performance. Professor Kinias’ work includes investigations of how to improve individuals’ decision making by reducing bias and how to bolster resiliency of individuals who may experience threatening professional situations. She publishes research in leading journals, including the Journal of Experimental Social Psychology, Organizational Behavior and Human Decision Processes, and Psychological Science.
Professor Kinias’ teaching experience is broad. Before focusing her teaching on psychological processes in organizations, she taught Social Psychology, Cultural Psychology, Applied Statistics, and Research Methods in California. She then joined the Kellogg School of Management at Northwestern University where she taught MBA and executive courses on Team Leadership and Motivation. At INSEAD, Professor Kinias teaches Psychological Issues in Management in the MBA programme, Psychology of Leadership in the EMBA program, sessions on Team Leadership, Diversity, and Motivation in executive programs, and the core Organisational Behaviour PhD course.
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...
Progressive companies are moving from awareness to action, and systemic challenges must be overcome.
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.
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