We Are All Human founder Claudia Romo Edelman talks with the Kenan Institute about why diversity matters for both employers and employees, and how Hispanic workers in particular are navigating their relationship to the workforce after the pandemic.
In a Financial Times article on paying executives in the age of stakeholder capitalism, UNC Kenan-Flagler Business School Professor Camelia Kuhnen notes that performance-related compensation packages can have negative consequences.
Research indicates that groups are most effective at achieving gender equity goals when men and women advocate together.
Apprenticeship programs have not historically been successful in reaching a diverse array of people. A report by the institute-affiliated NCGrowth examines trends within apprenticeship and offers a set of best practices to continue diversifying these programs
As a magnet for both population and employment growth, North Carolina has a propitious opportunity to create an inclusive and equitable entrepreneurial and small business ecosystem to support the state’s newfound prosperity.
Research suggests that women negotiators tend to obtain worse outcomes than men; however, we argue this finding does not apply to all women. Integrating research on social hierarchies, gender in negotiations, and intersectional stereotype content, we develop a theoretical framework that explains the interactive effect of race and gender on offers and outcomes received in distributive negotiations.
A new personal gift from Bruce Van Saun, Citizens Financial Group Inc. chairman and CEO, and his wife, Kathleen (Katie) Van Saun, will support the Kenan Institute’s annual grand challenge. Starting in 2023, the three-year gift will support the institute’s Distinguished Fellows, who advance thought leadership around the grand challenge’s theme, a key issue that affects business and society. The program is making its debut this year with an exploration of stakeholder capitalism and ESG investing. The Van Sauns earned their MBAs from UNC Kenan-Flagler Business School in 1983 and were married in 1985.
Some analysis indicates companies with diverse executive teams drive more revenue and are more likely to experience higher profits relative to their nondiverse peers, yet founding teams for both high-growth startups and the private capital groups that fund them stand in stark contrast to the U.S. working age population. Why? And why should it matter? In this week’s Kenan Insight, Kenan Institute Distinguished Fellow Emmanuel Yimfor unpacks statistics on the composition of both high-growth startups and private capital groups, explores the economic and societal implications of their lack of diversity and provides suggestions to facilitate change.
We study the effect of government-subsidized childcare on women's career outcomes and firm performance using linked tax filing data. Exploiting a universal childcare reform in Quebec in 1997 and the variation in its timing relative to childbirth across cohorts of parents, we show that earlier access to childcare increases employment among new mothers, particularly among those previously unemployed.
Seventeen states have enacted salary transparency laws to combat pay gaps historically experienced by people of color and women, but the laws take different forms and have produced varying results. How does requiring companies to provide summary salary statistics compare with, for example, preventing companies from asking applicants about their previous salaries? Can such laws actually work against employees? Two experts address these questions and more in this week’s Kenan Insight.
Employees often engage in collective grassroot efforts to bring about gender equity in the workplace. Such coalition-based advocacy is largely driven by women, which has led to debate about whether men’s involvement as allies can help. Integrating literatures on signaling and legitimacy, we propose that the demographic composition of a gender equity advocacy coalition matters: Men-only groups lack coalition legitimacy, or the perception that they are the “right” spokespersons for gender equity issues, whereas women-only groups struggle to convey issue legitimacy, or the perception that gender equity is of strategic importance within business organizations.