Leading Race Work in Business Schools
Leading Race Work in Business Schools
07 FEB 2020
Speakers
Robin Ely is the Diane Doerge Wilson Professor of Business Administration at Harvard Business School. She conducts research on race and gender relations in organizations with a focus on leadership, identity, and organizational culture change.
Robin Ely is the Diane Doerge Wilson Professor of Business Administration at Harvard Business School. She conducts research on race and gender relations in organizations with a focus on leadership, identity, and organizational culture change.
Tony Mayo is the Thomas S. Murphy Senior Lecturer of Business Administration and C. Roland Christensen Distinguished Management Educator in the Organizational Behavior Unit of Harvard Business School (HBS).
Tony Mayo is the Thomas S. Murphy Senior Lecturer of Business Administration and C. Roland Christensen Distinguished Management Educator in the Organizational Behavior Unit of Harvard Business School (HBS).
Laura Morgan Roberts is a Professor of Practice at the University of Virginia’s Darden School of Business. Laura’s research and consulting focus on the science of maximizing human potential in diverse organizations and communities. Her influential publications on diversity, authenticity and leadership development have been featured in Harvard Business Review and several other global media outlets.
Laura Morgan Roberts is a Professor of Practice at the University of Virginia’s Darden School of Business. Laura’s research and consulting focus on the science of maximizing human potential in diverse organizations and communities. Her influential publications on diversity, authenticity and leadership development have been featured in Harvard Business Review and several other global media outlets.
Derek R. Avery, Ph.D., is the C. T. Bauer Chair of Inclusive Leadership in the Bauer College of Business at the University of Houston. Dr. Avery received his Ph.D. in Industrial/Organizational Psychology from Rice University in 2001. His primary research interests are in workforce diversity (including, but not limited to racioethnicity, sex, age, experience, religion, and culture) and employee input mechanisms.
Derek R. Avery, Ph.D., is the C. T. Bauer Chair of Inclusive Leadership in the Bauer College of Business at the University of Houston. Dr. Avery received his Ph.D. in Industrial/Organizational Psychology from Rice University in 2001. His primary research interests are in workforce diversity (including, but not limited to racioethnicity, sex, age, experience, religion, and culture) and employee input mechanisms.
Amy Bernstein is the editor of Harvard Business Review, where she oversees the magazine and its team of editors. She’s also the co-host of HBR’s Women at Work podcast. Before joining HBR in 2011, she held senior roles at ManpowerGroup, strategy+business, Business 2.0, The Industry Standard, Brill’s Content, and U.S. News & World Report.
Amy Bernstein is the editor of Harvard Business Review, where she oversees the magazine and its team of editors. She’s also the co-host of HBR’s Women at Work podcast. Before joining HBR in 2011, she held senior roles at ManpowerGroup, strategy+business, Business 2.0, The Industry Standard, Brill’s Content, and U.S. News & World Report.
Donna Maria Blancero is the Provost and Vice President of Academic Affairs at Bentley University. Donna Maria previously served as the Dean of Business and the Dean of the Graduate School at Bentley, at which time she was one of three Latina business deans in AACSB accredited Universities in the United States. She is passionate about issues of inclusion and equity.
Donna Maria Blancero is the Provost and Vice President of Academic Affairs at Bentley University. Donna Maria previously served as the Dean of Business and the Dean of the Graduate School at Bentley, at which time she was one of three Latina business deans in AACSB accredited Universities in the United States. She is passionate about issues of inclusion and equity.
Stephanie J. Creary is an assistant professor of management at the Wharton School of the University of Pennsylvania. Creary is an identity and diversity scholar and a field researcher. She is also a founding faculty member of the Wharton IDEAS lab (Identity, Diversity, Engagement, Affect, and Social Relationships), an affiliated faculty member of Wharton People Analytics, a Senior Fellow of the Leonard Davis Institute of Health Economics (LDI), and affiliated faculty member of the Penn Center for Africana Studies.
Stephanie J. Creary is an assistant professor of management at the Wharton School of the University of Pennsylvania. Creary is an identity and diversity scholar and a field researcher. She is also a founding faculty member of the Wharton IDEAS lab (Identity, Diversity, Engagement, Affect, and Social Relationships), an affiliated faculty member of Wharton People Analytics, a Senior Fellow of the Leonard Davis Institute of Health Economics (LDI), and affiliated faculty member of the Penn Center for Africana Studies.
Patricia Faison Hewlin is the Associate Dean of Undergraduate Programs as well as an Associate Professor of Organizational Behavior at McGill University, Desautels Faculty of Management. She conducts research on how organization members and leaders engage in authentic expression, as well as factors that impede authenticity in every day work interactions. Her research has centered on employee silence, and the degree to which members suppress personal values and pretend to embrace those of the organization, a behavior she has termed as “creating facades of conformity”.
Patricia Faison Hewlin is the Associate Dean of Undergraduate Programs as well as an Associate Professor of Organizational Behavior at McGill University, Desautels Faculty of Management. She conducts research on how organization members and leaders engage in authentic expression, as well as factors that impede authenticity in every day work interactions. Her research has centered on employee silence, and the degree to which members suppress personal values and pretend to embrace those of the organization, a behavior she has termed as “creating facades of conformity”.
Courtney L. McCluney is an assistant professor in organizational behavior at the ILR School at Cornell. Dr. McCluney’s research investigates marginalization, or practices within organizations, institutions, and society that maintain inequality between dominant and marginalized groups.
Courtney L. McCluney is an assistant professor in organizational behavior at the ILR School at Cornell. Dr. McCluney’s research investigates marginalization, or practices within organizations, institutions, and society that maintain inequality between dominant and marginalized groups.
David Porter (PHDOB ’97) is the Chief Diversity, Equity, and Inclusion Officer at the UC Berkeley Haas School of Business. He was previously the Executive Director and CEO of the Walter Kaitz Foundation, a non-profit organization dedicated to providing women, people of color, and the LGBTQ community opportunities in the cable, media, and entertainment industries. His research suggests that managers' perceptions of their subordinates are affected by the composition of the work group of which they are a part and by individual differences such as race and gender.
David Porter (PHDOB ’97) is the Chief Diversity, Equity, and Inclusion Officer at the UC Berkeley Haas School of Business. He was previously the Executive Director and CEO of the Walter Kaitz Foundation, a non-profit organization dedicated to providing women, people of color, and the LGBTQ community opportunities in the cable, media, and entertainment industries. His research suggests that managers' perceptions of their subordinates are affected by the composition of the work group of which they are a part and by individual differences such as race and gender.
Karen L. Proudford is a professor of management in the Earl G. Graves School of Business and Management, Morgan State University, Baltimore, where she teaches, writes, and consults in areas related to organizational behavior. Professor Proudford is also affiliated with the Center for Gender in Organizations, at the Simmons School of Management, and the Nonprofit Executive Leadership Program at Bryn Mawr College. Her research and consulting interests focus on group and intergroup dynamics, diversity and conflict.
Karen L. Proudford is a professor of management in the Earl G. Graves School of Business and Management, Morgan State University, Baltimore, where she teaches, writes, and consults in areas related to organizational behavior. Professor Proudford is also affiliated with the Center for Gender in Organizations, at the Simmons School of Management, and the Nonprofit Executive Leadership Program at Bryn Mawr College. Her research and consulting interests focus on group and intergroup dynamics, diversity and conflict.