Today’s LA Times reports on a Korn Ferry survey of UCLA Anderson School faculty that concludes that women are underrepresented, underappreciated, and less respected at the graduate school of management in Westwood.
“Women Faculty Face Bias at UCLA Business School, Study Says” by Larry Gordon. http://www.latimes.com/local/education/la-me-ln-ucla-women-20151008-story.html The study was commissioned by Dean Olian (first female dean of the school in place since 2006) and a faculty committee. The report concluded that, “Anderson leaders 'have not demonstrated the focused intention and proactive behavior required to increase diversity.'” And “many faculty do not trust the dean and do not believe she is serious about gender equality.”
A separate study reported in Fortune Magazine in January 2015 found that UCLA under Dean Olian had made tremendous strides in moving the graduate school of management toward closer connections with the burgeoning technology field. “UCLA's Business School Embraces the Tech Boom” by John Byrne. http://fortune.com/2015/01/08/ucla-business-school-tech-boom/ Other studies cite Dean Olian’s progress in bringing a more diverse international and national student body into the Anderson School.
What appears to be happening is better described in the article, “Harassment vs. the Gender Gap” by psychologist and author Kim Elsesser in today’s LA Times: http://www.pressreader.com/usa/los-angeles-times/20151009/281767038052894/TextView
Ten years of diversity training has produced little measurable success in reducing the gender gap, according to the author’s research, because diversity training has focused overly on protecting the entity from harassment lawsuits and failed to provide guidance on how the genders can collaborate effectively without suspicions. “Employees generally perceive that the training is provided for the protection of female employees, which carries with it the image of weak women who can’t fend for themselves. … training video[s] left viewers with the impression that women were emotionally weak.” The author suggests that diversity training has resulted in the unintended consequence of creating “gender partitions” that keep men and women operating in separate cultural and social circles in the workforce, rather than fostering genuine collaboration.
Elsewhere, an August 2015 Korn Ferry survey of Senior Human Resources Executives found that “Companies Lack Experiential and Intellectual Diversity.” See: http://www.kornferry.com/press/korn-ferry-survey-of-senior-hr-executives-companies-lack-experiential-and-intellectual-diversity
Korn Ferry reported specifically that “the large majority of [Chief Human Resource Officers] CHROs say finding HR talent with business acumen is the biggest barrier to making strong hires.” [Emphasis added.] So, if the people behind hiring for diversity and providing diversity training are themselves not intellectua