As a community, we aspire to leverage our unique Berkeley Haas culture to make collective progress toward our objective of being the top business school at equipping students, faculty, staff, and alumni to lead in a diverse world. We are committed to developing leaders who value different perspectives, cultures, and life experiences to create a learning environment that inspires the new thinking that solves complex problems. Below are some examples of how the Haas community engages in Students Always regarding diversity, equity, inclusion, justice, belonging:
Faculty
Berkeley Haas is proud to have thought leaders in all areas of business dedicated to research and expertise in the field of diversity, equity, and inclusion. Our faculty is committed to promoting inclusivity and diversity in the workplace, providing valuable insights into the challenges faced by marginalized groups, and offering practical strategies for building more equitable organizations. With a wealth of experience across industries, our faculty members are making significant contributions to advancing DEI practices and ensuring that organizations are better equipped to succeed in a rapidly changing global landscape.
Ladder Faculty
- Professor Caldwell studies gender differences in labor supply and in bargaining.
- Stefano DellaVigna has been working on understanding changes in gender representation in academia over time.
- With co-authors Renee Adams and Brad Barber, Terrance Odean has published two papers and written one working paper exploring reasons why women are underrepresented in the finance industry.
- Adair Morse researches discrimination in technology-enhanced credit markets and impact investing, serves as Faculty Director of the Sustainable and Impact Finance Initiative of Haas, worked with the State of California and as Deputy Assistant Secretary for Capital Access at the U.S. Department of the Treasury to deliver small business lending and startup financing opportunities to socially and economically disadvantaged communities and entrepreneurs.
- Professor Cameron Anderson‘s research is on the interface between power and ethnicity
- Jenny Chatman’s DEI research focuses on how work group norms influence whether race, gender, and nationality differences among members help or hurt a group’s work performance.
- Sa-Kiera Hudson‘s research examines stereotypes of people at the intersection of race, gender, sexual orientation, and religion. She also studies why people believe there is much more progress towards racial and gender equality than what is supported by evidence. Finally, she examines the reasons why people support harmful policies towards marginalized groups.
- Aruna Ranganathan studies gender inequality and its interaction with creativity, workplace programs, and leadership in workplaces ranging from garment factories in India to white collar offices in the Bay Area.
- Professor Sameer B. Srivastava, co-director of the Berkeley Culture Center and co-director of the Computational Culture Lab, develops novel, language-based measures of cognitive diversity and assesses their consequences for individual, group, and organizational outcomes.
- Heather Haveman has studied gender inequalities at work, both outcomes like hiring and promotion, and causes like organizational cultures.
- Drew Jacoby-Senghor studies psychological tendencies that cause inequality to persist despite, and because of, contemporary egalitarianism.
- Professor Laura Kray research on gender stereotypes and mindsets on workplace behavior and outcomes and faculty director of Center for Equity, Gender, and Leadership.
- Professor Solène Delecourt researches inequality in business performance, with a focus on gender and entrepreneurship.
- Professor Guilbeault studies how the way people are categorized, including their political affiliation and their demographic attributes, can perpetuate stereotypes and limit social learning, while also studying how popular search engines and social media platforms amplify the spread of these biases.
- Professor Sarah Moshary‘s research on gender-based price discrimination in consumer packaged goods, a phenomenon known as the “pink tax.”
Professional Faculty
- Professor Erick O. Bell, CPA is driven to increase the number of historically underserved ethnic groups who pursue careers in finance and accounting and currently serves as the Chairman of the Board for the Accounting Career Awareness Program.
- David Evan Harris studies fairness, inclusion and accountability of AI systems, teaches about the role of race, class and gender in online social movements (UGBA 192AC), and has written about intersectionality in the relationships between domestic workers (i.e., maids, nannies, house cleaners) and their employers in the US and Brazil (Você Vai Me Servir/You Will Serve Me)
- Kellie A. McElhaney is a DEI practitioner who specializes in Equity Fluent Leadership, Advancing Belonging, Consciously Inclusive Leadership, Women in Leadership and Inclusive Language.
- Joanne Cheung focuses on inclusive design, climate justice, and the solidarity economy.
- Aaron McDaniel, expert on global expansion and growth, explores how organizations can celebrate diversity across distributed multinational teams, leveraging unique cultural perspectives to effectively scale in diverse global markets.
- Maura O’Neill‘s research explores how many more businesses we would have in America if business ownership/entrepreneurship reflected the race/ethnic and gender of its population, how long it would take, given current trends to get there, and the employment/GDP increases as a result.
- Mathieu Aguesse, creator and director of the Equitable Design Lab, is developing a comprehensive framework for companies to design, develop and scale more inclusive products and services, creating short and long term value for communities and for their business.
- Alex Budak centers inclusion in rethinking leadership and reimagining impact in his book Becoming a Changemaker: An Actionable, Inclusive Guide to Leading Positive Change at Any Level
- Ernest Gundling is the author of Inclusive Leadership, Global Impact (2021); focuses on global aspects of DEI and the intersection of culture and inclusion.
- Lecturer Heather Whiteman studies and teaches people analytics (the use of people data to make workforce decisions) with a focus on how analytics can be used ‘for’ (instead of ‘on’ or ‘about’) people to make the world of work a fairer, more inclusive place.