Management Science recently published a study co-authored by Laurina Zhang, Assistant Professor in Strategy & Innovation, examining the effect of the #MeToo movement on the likelihood of Hollywood producers working with female writers on new movie projects.
Harvard Business Review recently published insight co-authored by Laurina Zhang, Assistant Professor in Strategy & Innovation, on her research examining gender equity in Hollywood in terms of employment opportunities and the types of ideas developed before and after the allegations against producer Harvey Weinstein in October 2017.
In a working paper recently published by the National Bureau of Economic Research (NBER), Patricia Cortés, Associate Professor in Markets, Public Policy, & Law, and her co-authors discuss gender differences in the job search process. By analyzing the data from nearly 3,200 undergraduate business students from 2013 to 2019, the study shows two key findings: 1) gender differences in the
Professor of Marketing Carey Morewedge, with coauthors Haewon Yoon (Indiana University Kelley School of Business) and Irene Scopelliti (Business School of City, University of London), recently completed a study on groundbreaking cognitive bias interventions. Carey sat down with Insights@Questrom to explain this research and its importance for business leaders.
As pharmaceutical companies and politicians scramble to disseminate the COVID-19 vaccine, one thing has become clear – accessibility is not equal. Insights@Questrom spoke with Professor Joseph Restuccia to learn what factors affect access to quality healthcare and how we can ensure equal access to the coveted vaccine.
Restrictions on student and work visas are directing international applicants to universities in other countries. Shulamit Kahn and Megan MacGarvie, associate professors in Markets, Public Policy & Law, discuss the economic impact of restrictive immigration policies.
The recent #MeToo and Black Lives Matter movements have sparked increasing discussion around gender and racial diversity in the workplace. At the same time, organizations must not discriminate against other candidates. This concern has been amplified in recent years due to several high-profile investigations and lawsuits based on “reverse discrimination.”