Center for Gender in Organizations

Contact

300 The Fenway
Boston, MA 02115
Ph. 617-521-3824
Fx. 617-521-3878
http://www.simmons.edu/som/centers/cgo/index.php
cgo@simmons.edu



The Center for Gender in Organizations (CGO) at Simmons School of Management is an international resource center committed to improving organizational effectiveness by strengthening gender equity for those at work. We understand that gender operates simultaneously with race, class, ethnicity, age, and sexual identity in shaping organizational systems and practices as well as individuals' identities and experiences at work. Our focus is at the intersection of research and practice, and we pursue our mission through action research, consultations, education, convening, and information dissemination.

Recently Posted

Panacea or Placebo: Are Women’s Networks Working for Women? Resource
 Bucking the notion that the establishment of a women's network at work is a key strategy to...

Insights 31: "Using Corporate Social Responsibility to Motivate and Retain Female Employees" Resource
 There is no doubt that the ability to attract, motivate, and retain a talented pool of ...

Warning To Businesses: Keeping Female Talent Means 'Doing the Right Thing,' Survey Finds News from the Network
Simmons School of Management Finds Corporate Social Responsibility is Strong Incentive to Female...

Principal Staff

Patricia Deyton, Director
Specialization: Nonprofit and general management, gender and diversity
E-mail: patricia.deyton@simmons.edu

Stacy Blake-Beard, Senior Faculty Affiliate
Specialization: Organization behavior, mentoring, diversity
E-mail: stacy.blakebeard@simmons.edu

Bonita Betters-Reed, Faculty Affiliate
Specialization: Organization behavior, diversity, leadership, entrepreneurship
E-mail: bonita.betters-reed@simmons.edu

Joyce Fletcher, Faculty Affiliate
Specialization: Organization behavior, leadership, gender
E-mail: joyce.fletcher@simmons.edu

Cynthia Ingols, Faculty Affiliate
Specialization: Organization behavior, change management, careers
E-mail: cynthia.ingols@simmons.edu

Deborah Kolb, Faculty Affiliate
Specialization: Negotiation, gender
E-mail: deborah.kolb@simmons.edu

Sylvia Maxfield, Faculty Affiliate
Specialization: Global economics, corporate social responsibility
E-mail: sylvia.maxfield@simmons.edu

Dean Deborah Merrill-Sands, Faculty Affiliate
Specialization: Organization behavior, leadership, gender
E-mail: deborah.merrill-sands@simmons.edu

Lynda Moore, Faculty Affiliate
Specialization: Organization behavior, diversity, leadership, gender
E-mail: lynda.moore@simmons.edu

Mary Shapiro, Faculty Affiliate
Specialization: Communication Strategies, Career Strategies, Public Speaking
E-mail: mary.shapiro@simmons.edu


















Areas of Expertise:

Awareness & Education, Barriers & Opportunities, Discrimination, Diversity & Inclusion, Inclusion, Women's, Gender & Feminist Studies, Equality, Diversity & Inclusion, Women's & Girls' Leadership

Member Experts:


Projects & Campaigns

Events:

Spring 2010 Speaker Series Lineup:

February 23rd

Stacey Blake-Beard, PhD., Oscar Holmes, IV, Todd Jenkins, and Crystal Daugherty 

“Insights from the Intersection of National Culture and Gender: Exploring the Mentoring Experiences of Indian Women”   

Time and Place: 4:30pm – 5:50pm, with a reception following. Room M222, Simmons School of Management Building *Validated parking is available on site for $9

 

April 29th

Elisabeth Kelan PhD., King's College London  

“The Binary Logic and Performing Gender at Work”  

Time and Place: 4:30pm – 5:50pm, with a reception following. Room M222, Simmons School of Management Building *Validated parking is available on site for $9  

 

May 18th

Laura Morgan Roberts, Ph.D., Faculty Affiliate, Center for Gender in Organizations Visiting Assistant Professor, Department of Managerial Sciences, Georgia State University 

"Race, Gender and the Construction of Positive Identities at Work."   

Time and Place: 4:30pm – 5:50pm, with a reception following. Room M222, Simmons School of Management Building *Validated parking is available on site for $9

 

Projects:

To learn about specific projects on any of the following themes, please visit the CGO website at http://www.simmons.edu/som/centers/cgo/index.php.

Leadership

CGO is unpacking the topic of leadership to illuminate under-researched and under-recognized aspects of leadership and to give voice to the experiences and knowledge of women leaders of varied racial, class, ethnic, national, and sexual identities, largely marginalized until now. In particular, several projects on Latina leaders are underway or being developed.


Institutional Transformation/Gender Equity and Organizational Effectiveness

Rather than seeing gender as a problem that individual women confront at work, we see gender as embedded in an organization's culture. CGO helps organizations deal with these subtle gender dynamics by identifying the work practices that contribute to the bias and inequities that hinder organizational effectiveness. Recently CGO faculty edited the Reader in Gender, Work and Organization (Blackwell Publishers, forthcoming) that presents an alternative conceptual approach to gender in the workplace. by considering classic and newer topics in management education - leadership, negotiation, human resource management, organizational change, diversity, and globalization - from fresh perspectives.

Virtual Work

Given the speed and scope of technological change in workplaces, CGO is exploring the implications for gender equity and whether the embedded gender dynamics observed in more traditional organizations are replicated as organizations move into virtual work or are founded as virtual organizations.


Working with Differences

Building on the theme of addressing the intersection of race, class, sexual identity, and gender, CGO has been exploring the possibilities and challenges of building alliances among different social identity groups in order to support and sustain organizational change.


Globalization

CGO is developing both conceptual and applied work in the area of global diversity. We are also conducting focused research on the impact of globalization on the dynamics of gender, race, class, sexual identity, and ethnicity within domestic work organizations.

 

Reports & Resources

Kolb, Deborah M., Judith Williams, and Carol Frohlinger. 2004. Her Place at the Table: A Woman’s Guide to Negotiating Five Key Challenges to Leadership Success. Jossey-Bass.

Ely, Robin J., Erica Gabrielle Foldy, Maureen Scully, and The Center for Gender in Organizations, Simmons School of Management, eds. 2003. Reader in Gender, Work, and Organization. Blackwell Publishing.

Kolb, Deborah M., and Judith Williams. 2003. Everyday Negotiation: Navigating the Hidden Agendas in Bargaining. Jossey-  Bass.
 

Working Paper Series. Designed to disseminate recent developments in research, theorizing, and practice related to gender and organizational effectiveness.

CGO Insights. Written for both practitioners and scholars, these short, briefing notes are on topics relevant to promoting organizational effectiveness through strengthening gender equity.

CGO Speakers Bureau. Faculty give talks regularly on the themes of gender, leadership, power, negotiation, organizational change, and organizational effectiveness to diverse academic and organizational audiences.

CGO in the Media. Faculty are frequently asked by the popular press for insights and analysis on issues of women, leadership, and management. This is an important mechanism for influencing public discourse on gender, work, and organizations. CGO Consulting Services. CGO engages in consultations and action research projects with organizations interested in examining the ways in which their work norms, values, and practices are gendered and introducing changes that will foster greater equity for both men and women as well as improve organization performance.
Customized Educational Programs. CGO faculty work with the Simmons School of Management to design and deliver programs that help women understand the systemic nature of gender issues, increase their knowledge and skill in navigating their organizations with confidence, and help them to develop more successful careers. Customized programs include Executive Education courses held at Simmons School of Management and courses conducted onsite at the organizations for which they were developed.

 

 

Center News

Warning To Businesses: Keeping Female Talent Means 'Doing the Right Thing,' Survey Finds
Thursday, May 6, 2010 - 5:09pm

Simmons School of Management Finds Corporate Social Responsibility is Strong Incentive to Female Employees

BOSTON (April 28, 2010) — Female employees are more likely to be motivated and remain at companies they perceive contribute to society. But a large number of women employees say they often don’t know about their organizations’ corporate social responsibility activities (CSR), and therefore, do not participate, according to a study released today by the Simmons School of Management in Boston.

These are some of the key findings of a survey of more than 380 women employees, managers, and executives polled during Simmons School of Management Leadership Conference in 2009. The Simmons School of Management and the Hewlett-Packard Company, a lead conference sponsor, conducted the survey.

According to survey results, female employees who perceived their organizations as being socially responsible, reported higher job satisfaction, a lower intention of quitting, and a greater likelihood to advocate on behalf of the company in non-work settings. However, because the research also revealed that women workers often are not aware of and engaged in CSR activities – broadly defined as discretionary business practices or contributions of corporate resources to improve societal welfare – organizations often miss out on opportunities to positively shape female employees’ views of their companies.

(To read the complete article, click “Using Corporate Social Responsibility to Motivate and Retain Female Employees.")

"With the recent uptick in the number of women in the labor force because of the diminished economy and the increasing use of CSR as a strategic business focus, recognizing the impact of CSR is vital to the long-term success of businesses," said lead author of the study Shuili Du, a professor of the Simmons School of Management. “The study results reinforce the notion that it’s in the best interest of organizations to understand and harness the power of corporate social responsibility – particularly during recent challenging economic times.”

According to those surveyed about their career needs, and knowledge and perceptions of CSR, socially conscious initiatives seem to have a considerable impact on their attitude toward their organization.

• When asked about their career needs, more than 75% of respondents reported that “making a positive impact on society” and “expressing and acting in line with my values” are important.

• When asked about the relevance of CSR in their workplace, respondents reported that “when CSR is an important part of an organization’s business strategy, it contributes to the fulfillment of ‘individualistic career needs, such as ‘opportunities to develop one’s professional skills/expertise.’”

• When asked if they were aware of their organizations’ CSR opportunities, only 45% of respondents reported that they know about their companies’ social initiatives.

• When asked if they participated in their organizations’ CSR activities, only 35% of respondents reported that they have participated in their companies’ social initiatives.


The survey authors recommend that organizations increase internal communications about CSR activities, including the rationale behind the activities, the company resources allotted for them, and the success of CSR programs, to help bring about more engagement in such activities. They also suggest companies provide specific opportunities for involvement that do not take away from female employees’ ability to fulfill their regular responsibilities.

The study authors include Du of the Simmons School of Management, C.B. Bhattacharya of the European School of Management and Technology and Boston University, and Sankar Sen of Baruch College.

The School of Management and HP have conducted research at the annual Simmons Leadership Conference since 2003, with the goal of enhancing an understanding of gender dynamics in the workplace through academic research. This year’s leadership conference, "The Spirit of Resilience," will be held April 30 at the Seaport World Trade Center Boston. Keynote speakers include award-winning actress Cicely Tyson, renowned editor and entrepreneur Tina Brown, humanitarian and actress Mia Farrow, and Pulitzer Prize-winning journalist and author Sheryl WuDunn. For more information, visit the leadership conference website.

The Simmons School of Management is the only AACSB-accredited business school designed specifically for women. The school is committed to advancing women of diverse backgrounds into leadership positions. Simmons College is a nationally recognized private university located in the heart of Boston. HP is a technology solutions provider to consumers, businesses, and institutions globally.

 

Post Date: April 28, 2010 | Posted By: Nicole Herrick
Post Category: CGO;SOM News

 
Women Are Business Risk-Takers Too, Study Says
Tuesday, January 26, 2010 - 5:15pm
 
LONDON, England (CNN) -- Even in an era in which gender equality within business corporations is an officially-acknowledged -- if by no means fully realized -- idea, it seems there are some supposed distinctions between the sexes which are still ok to make.
 
One of these involves risk: Female managers, goes the maxim still trotted out in many business schools, are less likely to bet the company on an audacious gamble, or stack millions against received stock market wisdom.

This notion does have its advantages for women in the workforce. For example, a series of commentators have pondered whether the recent banking crisis would have been less catastrophic had there been more female CEOs diluting the culture of testosterone-fueled short-term profit maximizing.

One business school, however, begs to differ. New research by the Simmons School of Management, based in Boston, Massachusetts, contends that not only do female managers take more risks than believed, but that they should also more actively seek out credit for their boldness.

The school carried out a survey of more than 650 female managers who attended a major conference, asking them not only about the narrow, conventional view of business risk, related to hypothetical financial scenarios, but also wider opportunities taken in business and professional development.

Don't Miss

The women were quizzed about areas including new jobs, or new programs and initiatives within existing employment, which necessitated either an unknown outcome or some other staking of a personal or business reputation.

Fully four-fifths of those surveyed said they undertook initiatives involving major change "sometimes" or "often", with only slightly fewer saying they had embraced a new program or new job.

"When you actually unpack the research, the finding that women avoid risk is based on very specific contexts and a limited concept of risk-taking actions," said Sylvia Maxfield, one of four staff members from the school who wrote the report, "Risky Business: Busting the Myth of Women as Risk Averse."

"By including contexts in which significant investments of time and money are placed in projects which require learning-by-doing, and where the likelihood of success is very hard to predict, we found women engaged in a lot of risk-taking actions," she said in a statement to launch the study.

The study examined some of the reasons as to why so much of the business world sees women as wary of risk. Factors noted including both a general tendency to ignore women's risks and also a tendency among female executives to avoid self-promotion in such behavior.

Fact Box

FT MBA Rankings
1. London Business School, U.K.
2. Wharton, U.S.
3. Harvard, U.S.
4. Columbia, U.S.
5. Insead, France/Singapore
6. Stanford GSB, U.S.
6. IE Business School, Spain
8. Ceibs, China
9. MIT Sloan, U.S.
10. NYU, Stern, U.S.
Source: Financial Times 2009

The authors actively advise women to try and take proper credit for their actions, for example by properly communicating what they have achieved and even allying themselves with known risk-takers within an organization.

Such actions would be more likely to lead to just rewards, said Maxfield: "Women embraced risk believing this would help them gain influence, higher compensation, and career rewards."

So what's best? Another school suggests something else -- compromise.

According to research by London Business School's Center for Women in Business, you achieve the best innovation within teams when they have an equal split between men and women.

March 28, 2009
By Peter Walker
For CNN