Gender and the Workplace: New Research Finds Women Are More Likely to Pursue Meaningful Work
Columbia Business School Study Finds Difference between Men and Women’s Attitudes Toward Their Jobs
Columbia Business School Study Finds Difference between Men and Women’s Attitudes Toward Their Jobs
The Theodora Rutherford Inclusion Award celebrates CBS students who are committed to diverse experiences and inclusive leadership.
Six Studies Address Key Topics Crucial for Enhancing Outcomes for Women in Business
In-group bias can be detrimental for communities and economic development. We study the causal effect of financial constraints on in-group bias in prosocial behaviors – cooperation, norm enforcement, and sharing – among low-income rice farmers in rural Thailand, who cultivate and harvest rice once a year. We use a between-subjects design – randomly assigning participants to experiments either before harvest (more financially constrained) or after harvest. Farmers interacted with a partner either from their own village (in-group) or from another village (out-group).
This paper shows that providing undocumented immigrants with an immigration pardon, or amnesty, increases their economic activity in the form of higher entrepreneurship. Using administrative census data linked to the complete formal business registry, we study a 2018 policy shift in Colombia that made nearly half a million Venezuelan undocumented migrants eligible for a pardon. Our identification uses quasi-random variation in the amount of time available to get the pardon, introducing a novel regression discontinuity approach to study this policy.
Diversity initiatives are designed to help workers from disadvantaged backgrounds achieve equitable opportunities and outcomes in organizations. However, these programs are often ineffective. To better understand less-than-desired outcomes and the shifting diversity landscape, we synthesize literature on how corporate affirmative action programs became diversity initiatives and current literature on their effectiveness. We focus specifically on work dealing with mechanisms that make diversity initiatives effective as well as their unintended consequences.
David M. Schizer served as a dean of the Law School from 2004 to 2014 and is one of the nation’s leading tax scholars. His research also focuses on nonprofits, energy law, and corporate governance.
Adam Galinsky is the Vice Dean for Diversity, Equity and Inclusion and Paul Calello Professor of Leadership and Ethics at the Columbia Business School.
Professor Galinsky has published more than 300 scientific articles, chapters, and teaching cases in the fields of management and social psychology. His research and teaching focus on leadership, negotiations, diversity, decision-making, and ethics.
Ashli Carter is a Lecturer in the Management Division at Columbia Business School. Currently, she teaches topics in leadership, negotiations, and cultivating a growth mindset in the MBA and Executive Education programs, as well as for CBS administrators and staff. Prior to joining CBS faculty, she taught MBA and undergraduate courses in leadership and professional ethics at NYU Stern where she was an Assistant Professor/Faculty Fellow of Management and Organizations.
Michael Ewens is the David L. and Elsie M. Dodd Professor of Finance and co-director of the Private Equity Program. He is also a Research Associate at the National Bureau of Economic Research (NBER), Associate Editor of the Journal of Financial Economics, Associate Editor at the Review of Financial Studies, Assoicate Editor at Management Science, Associate Editor at the Journal of Corporate Finance, and co-editor of the Journal of Economics & Management Strategy. He received a Ph.D.
Wei Cai joined Columbia University in 2020. Her research interests revolve around management accounting, organizational culture, and diversity and inclusion. Her research broadly investigates how to measure and manage key organizational capital. For example, she examines how corporate leaders and managers can deliberately design and shape organizational culture, and improve organizational outcomes through innovative management control systems. She uses multiple research methods including statistical analyses of archival data sources, field experiments, and surveys.
This paper focuses on teaching the application of anthropology in business to marketing students. It begins with the premise that consumer marketers have long used ethnography as a component of their qualitative market research toolkit to inform their knowledge about and empathy for consumers. A question for market research educators who include ethnography in their curricula is if and how to teach the richness of anthropologically based approaches, especially given a decoupling of ethnographic method from anthropological theory in much consumer research practice.
Diversity initiatives are designed to help workers from disadvantaged backgrounds achieve equitable opportunities and outcomes in organizations. However, these programs are often ineffective. To better understand less-than-desired outcomes and the shifting diversity landscape, we synthesize literature on how corporate affirmative action programs became diversity initiatives and current literature on their effectiveness. We focus specifically on work dealing with mechanisms that make diversity initiatives effective as well as their unintended consequences.
As financial technology improves and data becomes more abundant, do market prices reflect this growing information and allocate capital more efficiently? While a number of recent studies have documented rises in aggregate price efficiency, we show that there are large cross-sectional differences. The previously-documented increases are driven by a rise in the informativeness of large, growth stocks. The informational efficiency of smaller assets' prices or prices of assets with less growth potential are either flat or declining.
By integrating the intersectional invisibility hypothesis with the behaviors from intergroup affect and stereotypes map framework, we examine the extent to which Black women’s dual-subordinated identities render them nonprototypical victims of discrimination, relative to White women and Black men, and the corresponding consequences.
We use supervisory loan-level data to document that small firms (SMEs) obtain shorter maturity credit lines than large firms, post more collateral, have higher utilization rates, and pay higher spreads. We rationalize these facts as the equilibrium outcome of a trade-off between lender commitment and discretion. Using the COVID recession, we test the prediction that SMEs are subject to greater lender discretion. Consistent with this hypothesis, SMEs did not draw down whereas large firms did, even in response to similar demand shocks.
We examine the ability of existing and new factor models to explain the comovements of G10-currency changes. Extant currency factors include the carry, volatility, value, and momentum factors. Using a new clustering technique, we find a clear two-block structure in currency comovements with the first block containing mostly the dollar currencies, and the other the European currencies.
We consider optimal government debt maturity in a deterministic economy in which the government can issue any arbitrary debt maturity structure and in which bond prices are a function of the government's current and future primary surpluses. The government sequentially chooses policy, taking into account how current choices - which impacts future policy -- feed back into current bond prices. We show that issuing consols constitutes the unique stationary optimal debt portfolio, as it boosts government credibility to future policy and reduces the debtfinancing costs.
Lenders (loan originators) frequently sell the right to service loans to other intermediaries (loan servicers). It is loan servicers rather than originators who are responsible for resolving borrowers’ financial distress. They are also required to make payment advances to investors on behalf of delinquent borrowers until the distress resolution process is complete. We begin with the observation that at the start of the COVID-19 pandemic, shadow banks— nondepository financial institutions—serviced approximately half of the total mortgage debt in the United States (Cherry et al.