A Supreme Court ruling on college admissions doesn’t apply to companies, but many employers acted as if it did, reshaping hiring practices in the process.
The gender pay gap is a hot topic among business leaders, policy makers and the public. The difference between men’s and women’s salaries is a clear-cut measure of gender equity. Yet, it doesn’t tell the whole story. A limited focus on pay excludes the value of non-pay job attributes, such as benefits, hours flexibility and other amenities. New research affiliated with the Reuben Mark Initiative for Organizational Character and Leadership under the auspices of the Bernstein Center for Leadership and Ethics at Columbia Business School explores these non-pay attributes, which are often valued differently by men and women in the labor force. Thus, policies that strive to improve gender equity in the workplace must include both pay and non-pay aspects of employment. However, measuring the relative importance of non-pay attributes in the labor market is notoriously challenging.
Recently, some brands have chosen to take sides on controversial issues. However, this type of brand activism may aggravate social polarization without benefit. New research affiliated with the Bernstein Center for Leadership and Ethics at Columbia Business School suggests brands that choose a different path can play a unique and successful role decreasing the polarization of social and political attitudes.
Supporters gathered to celebrate previously announced honorees S. Mona Sinha '93 and Andrea Turner Moffitt '07, alongside two graduating students who have proved to be active champions of social enterprise.
