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Self-Reflecting to Capitalise on Diversity

INSEAD professor Zoe Kinias and Marie-Claire Fennessy show in their latest Working Paper that instilling a grounded and positive sense of self in employees improves performance and ameliorates hidden bias. Identity resiliency through self-affirmation and best-self reflection facilitates getting diversity right from two angles. It enables members of majority groups to recognise injustice in their system and it also strengthens the ability of members of under-represented groups – even negatively stereotyped groups – to cope in an environment where the odds are against them.

To Seem Confident, Women Have to Be Seen as Warm

Men are seen as confident if they are seen as competent, but women are seen as confident only if they come across as both competent and warm finds the recent study by INSEAD Professor Natalia Karelaia, Laura Guillén and Margarita Mayo.

Forging ahead or falling behind? A review of research on female entrepreneurship

  Women entrepreneurs continue to face major challenges to starting and growing businesses. What are these challenges? What changes are required to enable more women entrepreneurs to start and grow their businesses? What are the main trends in female entrepreneurship? To answer these questions, Ami Iwakami, INSEAD ’16 MBA conducted a review of research on female entrepreneurs — particularly in Singapore— under the supervision of INSEAD Professor Zoe Kinias for Female Founders, a non-profit organization that supports gender equality in entrepreneurship in Singapore.

Explore how INSEAD Alumna Lee Gonzales continually shakes up hospitality

Lee Gonzalez and her sister run a hostel, bar, and cafe in Queens called The Local NY, which has grown to 15,000 square feet, 150 beds, 20 professionals, and $2.5 million in annual revenue—in just two years. They've also owned and sold two hostels in Barcelona, Spain, and recently started their own management company, L&L Hospitality with plans to open a hostel property in Portland, OR in 2018. Lee's start on Wall Street, international experience, and INSEAD MBA help her make a mark in hospitality and as a serial entrepreneur.

Why strategic networking is harder for women




Just because we all know that networks are important to our success, it doesn’t mean we are devoting our time and energy to building the right sort of network.
Almost all of us underutilize strategic networking. Our strategic network is made up of relationships that help us to envision the future, sell our ideas and get the information and resources we need to exploit them. While this kind of strategic networking is difficult for most people, INSEAD Professor Herminia Ibarra discusses in her latest WEF blog three reasons why this is always harder for women working in business and industry environments in which they are few and far between.

Are Women’s Leadership Assumptions Holding Them Back?


There has been a lot of discussion about the stereotypes contributing to the lack of women in the c-suite. But one of the biggest obstacles could be their own assumptions on what path they’re supposed to take. Xiaowei Rose Luo, INSEAD Associate Professor of Entrepreneurship and Family Enterprise, argues that the first step to shed the shackles of self-limitation often requires women to adjust their mindsets, shed their limiting beliefs and maintain openness to the idea that many of their experiences have prepared them well to be leaders.

How Women and Men Internalise the Glass Ceiling

Received ideas about leadership can provoke a career-killing identity crisis in women attempting to climb the ladder. In their latest working paper “Impossible Selves: Image Strategies and Identity Threat in Professional Women’s Career Transitions”, INSEAD professors of organisational behaviour Herminia Ibarra and Jennifer Petriglieri illuminate how tacit gender expectations within male-dominated industries can undermine the careers of even the most capable and determined women.

How Women Are Changing the World

Hans H. Wahl, Director of INSEAD's Social Entrepreneurship Programme, discusses in his latest INSEAD Knowledge blog how the rising role of female social entrepreneurs in the Middle East and North Africa mirrors the rising role and impact of women across emerging growth markets. Balancing innovation and impact with financial sustainability is a formidable challenge. But it is from these areas where people feel they can make a difference in their community, that the most entrepreneurial ideas take hold.

Three women INSEAD faculty members on the 2015 Thinkers50 list


True thought leaders change the way we look at the world. Their ideas disrupt accepted practices and set a new path for others to follow. This year, two women INSEAD faculty members are ranked in the top 10 of the Thinkers50 list. Renée Mauborgne, Professor of Strategy and author of Blue Ocean Strategy ranked no. 3 followed closely by Herminia Ibarra, Professor of Organizational Behaviour and author of Act Like a Leader, Think like a Leader who moved up to no. 8 (no. 9 in 2013). Erin Meyer has received the special Radar Thinker Award.

Erin Meyer scoops 2015 Thinkers50 Radar Thinker Award


Erin Meyer, Affiliate Professor of Organisational Behaviour at INSEAD and author of The Culture Map, received the 2015 Thinkers50 Radar Award as the business thinker who is most likely to shape the future of business and business thinking.

Friendships forged outside work can hold women back


Men are more likely to socialise with their office mentors. Gender-segregation in our extracurricular activities, remains the dirty little secret of “second-generation bias”, the name often used to describe that intangible “something in the water” that continues to produce unequal gender outcomes despite no outward intent to discriminate against women, writes INSEAD Professor Herminia Ibarra.

Three INSEAD women ranked among the top 50 most influential women in The Netherlands


Annet Aris, INSEAD Adjunct Professor of Strategy, was ranked No. 9 on the list of most influential women in the corporate world in The Netherlands by Management Scope. In addition she is an international experienced board member (Sanoma, Thomas Cook, ProSieben, Jungheinrich, Kabel Deutschland, MBC Group Dubai, Tomorrow Focus AG). Also on the list among the top 50 women are two INSEAD IDP-Cs: Annemieke Roobek (Prof. at Neynrode, board member of ABN AMRO, KLM, Abott Health Care Products), and Alexandra Schaapveld (board member of Vallourec, Société Générale, Bumi Armada Malaysia).

Resolving the Conflict Between "Woman" and "Leader"

Women may face more barriers to leadership if there is a perceived conflict between their professional role and their gender. According to Natalia Karelaia, Assistant Professor of Decision Sciences at INSEAD, organisations must detect any gender bias and promote a positive view of women leaders. Her research strongly suggests, women must find a way not merely to accept but to celebrate their femininity, if they are to thrive in the workplace.

The Sexual “Cloud” in the Executive Suite

Are sex and man’s unconscious drive for survival keeping women locked out of the C-suite? Manfred Kets de Vries, INSEAD Distinguished Professor of Leadership Development & Organisational Change, discusses in his latest INSEAD Knowledge blog how men's sexual desires affect male-female relationship in a business setting. And what role the sexual cloud plays concerning a very delicate issue in senior management: the lack of women in the C-suit.

Your Rolodex Matters, but by How Much Depends on Your Gender

Most of us have heard the old adage, "it’s not what you know; it’s who you know," but for women, it might just be what you know. Lily Fang, INSEAD Associate Professor of Finance, and Sterling Huang, Assistant Professor of Accounting at the Singapore Management University, found in their new paper Gender and Connections among Wall Street Analysts

that career advancement for women isn’t dependent on social connections in the way it is for men. Their study of Wall Street analysts revealed that men tend to be evaluated on potential, while women are judged on their actual performance. Professional success for women is dependent on "documentable and measureable competence" or basically, a proven track record.

Why Do Women Find It So Difficult to Access Top Executive Jobs and Why Does Change Take So Long?


As we all know women are astonishingly scarce in the higher spheres of corporate management. This recent article of INSEAD Professor Ludo Van der Heyden aims to review the reasons for this dismal situation in the light of recent, enlightening, yet sadly confidential research findings. Such research shows how tough and “unnatural'' the problem is, resulting from an extensive set of subtle, resilient societal and cultural constructs that need to be understood if we are to curb the discriminatory practices that have been plaguing women in the professional world—and that they have also been contributing to, however unconsciously.

Featured Topics

Inclusive Leadership: Unlocking Diverse Talent

Gender diversity can be a polarising topic in big companies. Nia Joynson-Romanzina, the head of Global Diversity and Inclusion at Swiss Re, holds some important lessons on how to foster a diverse environment with flexibility and inclusiveness for everyone. In Joynson-Romanzina’s strategy, numbers and quotas are not included. The number focus distracts from the fundamental and long-term change that has to happen. This is all about creating an environment where people can develop regardless of their gender, age and race so that inclusion becomes systematic at all levels.

Global Board Ready Women (GBRW)


INSEAD as a member of the European Business Schools/ Women on Board initiative is supporting the creation of a Global Board Ready Women (GBRW) searchable data base of women qualified to sit on boards.

We are pleased to announce that the European
Business School/Women on Board - GBRW initiative has joined forces with the Global Association of Executive Search Consultants (AESC). This partnership gives all Global Board Ready Women the opportunity to place their career profiles at the fingertips of the 8,000 AESC executive search consultant firms (e.g. Heidrick Struggles, Spencer Stuart, Russell Reynolds, Egon Zhender - you name it) and search for open Board Positions and Executive Positions posted in the database. Click here for information about how to join GBRW.


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