EGAL Newsletter
December 2020

The RFP for our spring Equity Fluent Leadership course is now live! Please share with the appropriate parties within your company or anyone else you think may be interested in having our students help advance their company’s DEI goals.

We are pleased to announce that we will be hosting this year’s Investing in Inclusion Pitch Competition virtually on April 2, 2021. This annual competition provides an avenue for business students and their teams to apply innovative problem-solving and start-up methodology to issues of exclusion and marginalization in the workplace. If you know anyone at a business school who is working on a venture or an idea around diversity, equity and inclusion, please feel free to share the application link. 

Thank you to those of you who submitted your anti-racism commitments for our whiteboard project. The virtual whiteboard is now live on our website! Each one of your submissions highlights how the Haas community is stepping up, and has the potential to inspire others looking to expand their impact in this space. We encourage you to find your own commitment(s) on the whiteboard and bookmark this resource to use as a touchpoint throughout your personal anti-racism journeys. If you haven’t yet submitted commitments but wish to do so now, this form is still open for submissions.

We greatly appreciate the support we receive from our donors. Since we receive no public funding, we rely on the generosity of our donors to help us develop Equity Fluent Leaders through education, research, programming, industry playbooks, and more. This holiday season, we ask for your support in helping us continue to educate leaders who ignite and accelerate change. Any and all contributions are appreciated.

My research is focused on understanding the sources of inequality in business performance, with a focus on gender. In a recent paper, forthcoming in Management Science, I show that in a sample of business owners in Uganda, 38% of women have a baby with them in their shop, against 0% of men. This stark difference in childcare responsibilities also strongly correlates with a gap in profitability and performance. While working on this paper, my co-author Anne and I both became pregnant and gave birth to our second children. We would always joke that childcare matters. It made us feel a strong sense of empathy and connection with the women in our sample. 

Q&A with Juliana Schroeder, PhD

AmpEquity Speaker Series Highlights Inclusion and Belonging in Conversation with InaMarie Johnson, Zendesk

EGAL, Haas Manbassadors, and Haas Women in Leadership Host Gender Equity Webinar to Discuss Challenges of COVID-19 and Explore the DCC Playbook