McGill Desautels Faculty of Management - Brian Rubineau's Recent Media Coverage

Celebrating excellence in teaching at Desautels

�㽶��Ƶ — Wed, 31 May 2023 19:52:07 +0000

Across programs and subject areas, the Desautels Faculty of Management recognizes the vital role that teaching plays in enriching the student experience and in inspiring the next generation of leaders.

The Distinguished Teaching Award recipients Anna Kim and Warut Khern-am-nuai were honoured at McGill’s 2023 Management Convocation ceremony on May 31, for their excellence in teaching.

Delve: How Organizations Can Increase Gender Diversity by Rethinking Job Recruitment, with Brian Rubineau

�㽶��Ƶ — Fri, 20 Jan 2023 14:40:10 +0000

In the past few years of the Covid pandemic, many people have left or lost their jobs and sought out new ones. Who has succeeded and who hasn’t depends not only on merit and ability, but on who you know—word-of-mouth is one of the most common ways that people learn about and are encouraged to apply for jobs. And who you know typically reflects your gender, race, and other influential differences that in policy terms are markers of diversity. Examining the role gender plays in job recruitment and hiring can lead to a more diverse workforce that benefits both organizations and society.

Addressing systemic racism in the police force

�㽶��Ƶ — Mon, 31 Aug 2020 16:22:06 +0000

An exchange between a rookie officer and senior officer in the moments before George Floyd’s death is a telling interaction revealing how systemic racism continues to be enforced by officers in the field. In instances when these interactions aren’t caught on a bystanders’ camera, Professor Brian Rubineau says, rookie officers are more likely to accept these on-the-job lessons from their superiors.

What’s holding up the glass ceiling?

�㽶��Ƶ — Wed, 29 Jan 2020 15:33:59 +0000

The glass ceiling still exists for many reasons, leaving some women reluctant to apply for promotions and senior leadership positions. To ensure more women are considered for promotions, Professor Brian Rubineau suggests employers generate their own list of potential applicants.

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Delve: When Meritocracy Blinds us to Gender Discrimination

�㽶��Ƶ — Tue, 21 Jan 2020 16:55:59 +0000

Meritocracies are predicated on the belief that only the best are chosen and that hard work and talent are always rewarded. If we presume that talent and hard work are not gender specific, then why is it that assumed meritocracies show extraordinary imbalances between men and women? Surprisingly, part of the answer is the assumption itself: Assuming a setting is a meritocracy can blind even those experiencing discrimination to its actual inequalities.

McGill students set off to Israel for a window into the world of FinTech

�㽶��Ƶ — Wed, 14 Aug 2019 21:19:38 +0000

Under the leadership of Professors Brian Rubineau and Jiro Kondo, nearly 40 �㽶��Ƶ students are in Israel this month to learn more about the country that has come to be called “startup nation.”

What’s keeping the glass ceiling intact?

�㽶��Ƶ — Tue, 18 Jun 2019 14:14:41 +0000

A new study co-authored by Professor Brian Rubineau shows that while the popular practice of network hiring can introduce gender diversity in lower-level jobs, it actually fails to do so at the executive level.

“Network recruitment is not the only process contributing to the glass ceiling, but by working to reduce the processes that contribute to the glass ceiling, we can help promote more equitable workplaces,” says Prof. Rubineau.

The problem with assumed meritocracies in engineering

�㽶��Ƶ — Thu, 04 Apr 2019 20:17:09 +0000

According to a study co-authored by Professor Brian Rubineau, female engineers find consistent evidence that their profession is not an objective meritocracy, but embrace the belief that it is – thus further perpetuating gender (and other) inequalities.

Competition success for MBA exchange student

�㽶��Ƶ — Fri, 23 Mar 2018 18:21:19 +0000

Luiz Barreto, an MBA exchange student at Desautels, represented the Faculty as a finalist in the Wharton People Analytics Case Competition, which took place on March 22 in Philadelphia.

He entered the competition under the guidance of Professor Brian Rubineau and his People Analytics course.

Luiz presented his case to a panel of leading industry and academic representatives, as well as competition attendees.

Congratulations to Faculty Award recipients

�㽶��Ƶ — Fri, 10 Nov 2017 17:05:38 +0000

The Desautels Faculty of Management congratulates the following individuals who are the latest to be granted a Faculty Award for the period of September 1, 2017-August 31, 2020. The Faculty Awards recognise demonstrated research achievement and encourage the pursuance of future academic endeavors.

How to attract top talent to engineering

�㽶��Ƶ — Thu, 24 Nov 2016 18:01:03 +0000

...Sexism plays a role. Professor Brian Rubineau of �㽶��Ƶ in Canada conducted a long-term study of 700 female engineering students. The survey included voluntary diary entries to log their experiences. Professor Rubineau concludes: “Many of the women in our study experienced blatant gender bias in their project teams and internships. Much of the hands-on aspects of engineering are treated as men’s work, with women relegated to more secretarial duties.”

“Put the kettle on, love”: how sexism is forcing women from engineering

�㽶��Ƶ — Mon, 14 Nov 2016 19:54:00 +0000

According to Prof Brian Rubineau of Desautels Faculty of Management, �㽶��Ƶ, female engineers are leaving an already male-dominated engineering field due to a culture that does not take them seriously.

Read full article: The Engineer, November 11, 2016

Why female engineering students leave the field

�㽶��Ƶ — Thu, 03 Nov 2016 16:16:00 +0000

Female engineers are leaving an already male-dominated engineering field due to a culture that does not take them seriously, according to Professor Brian Rubineau of Desautels Faculty of Management, �㽶��Ƶ.

Read full article: Times Higher Education, October 27, 2016

Building a future for engineering

�㽶��Ƶ — Thu, 27 Oct 2016 15:45:39 +0000

In recent years, there has been a noticeable push in many developed nations for more girls to study maths and science at school in order to broaden their representation in fields such as engineering. Yet these efforts are not as fruitful as many believe. In fact, the young women who are successfully attracted to engineering are leaving the field faster than their male counterparts.

Brian Rubineau is associate professor of organisational behaviour at �㽶��Ƶ, Canada.

Women are leaving engineering because they are not taken seriously

�㽶��Ƶ — Fri, 14 Oct 2016 14:47:44 +0000

Female engineers are leaving the field because they are not taken seriously, according to a new study.

Co-author of the research, Professor Brian Rubineau said, “Although engineering programs have focused on reforming their curricula to encourage women’s participation, we are finding that social interactions outside of classrooms are contributing substantially to women’s negative experiences of the field.”

Read full article: We Are the City, October 5, 2016

Why female engineering students leave the field

�㽶��Ƶ — Tue, 11 Oct 2016 18:45:55 +0000

Rubineau, along with co-authors Carroll Seron (UC Irvine), Erin Cech (University of Michigan) and Susan Silbey (MIT), found that unchallenging projects, blatant sexual harassment and greater isolation from support networks contribute to women’s exit from engineering.

Sexism and stereotyping sees female engineering students leave the field

�㽶��Ƶ — Thu, 06 Oct 2016 18:37:51 +0000

Female engineers are leaving an already male-dominated engineering field due to a culture that does not take them seriously. Researchers have found that unchallenging projects, sexual harassment and isolation from support networks contribute to women’s exit from engineering.

Female engineers are leaving an already male-dominated engineering field due to a culture that does not take them seriously, according to Professor Brian Rubineau of Desautels Faculty of Management, �㽶��Ƶ.

Why female engineering students leave the field

�㽶��Ƶ — Thu, 06 Oct 2016 18:34:36 +0000

Why female engineering students leave the field

�㽶��Ƶ — Thu, 06 Oct 2016 15:37:09 +0000

Why Do So Many Women Who Study Engineering Leave the Field?

�㽶��Ƶ — Fri, 26 Aug 2016 14:54:41 +0000

Engineering is the most male-dominated field in STEM. It may perhaps be the most male-dominated profession in the U.S., with women making up only 13% of the engineering workforce.

Are Women Exiting Engineering Because Men Have All the Fun?

�㽶��Ƶ — Wed, 22 Jun 2016 14:04:12 +0000

Researchers Caroll Serron at the University of California at Irvine, Susan S. Silbey at the Massachusetts Institute of Technology, Erin Cech (who performed the research at Rice University but is now at the University of Michigan), and Brian Rubineau at �㽶��Ƶ conducted the study to try to get a better idea of just why women who made it through years of STEM education start migrating out of tech. The effort, funded by the U.S. National Science Foundation, looked at 40 undergraduate engineering students, male and female, spread among the four schools.

Why do women leave engineering?

�㽶��Ƶ — Thu, 16 Jun 2016 19:09:32 +0000

Women who go to college intending to become engineers stay in the profession less often than men. Why is this? While multiple reasons have been offered in the past, a new study co-authored by an MIT sociologist develops a novel explanation: The negative group dynamics women tend to experience during team-based work projects makes the profession less appealing.

Engineering culture and the reproduction of sex segregation

�㽶��Ƶ — Fri, 03 Jun 2016 19:04:33 +0000

Men and women tend to work in different jobs. This tendency, called occupational sex segregation, is a primary cause of the gender pay gap. A recent McKinsey study finds that reducing occupational sex segregation could contribute $2 Trillion to the U.S. economy.

Despite advances toward equality in other areas, occupational sex segregation has remained essentially unchanged over the last quarter century. What keeps some jobs dominated by men and others by women?

Tenure time

�㽶��Ƶ — Thu, 26 May 2016 15:40:02 +0000

Tenure is granted to professors and librarians in recognition of excellent performance – and is the University’s strongest guarantee of academic freedom in research, teaching, and service. The year-long application process is a rigorous evaluation of performance.

At its May 16, 2016, meeting, McGill’s Board of Governors granted tenure to the 50 people in the 2015-2016 tenure cohort.

Forty-three Assistant Professors have been promoted to the rank of Associate Professor with Tenure:

Desautels Faculty of Management

Want to Improve Diversity? Look to Networks

�㽶��Ƶ — Tue, 03 May 2016 17:39:32 +0000

Industry-leading tech companies recruit heavily from the most selective colleges and universities in the U.S., so is it any wonder that their employees lack diversity? The top 150 higher-ed institutions would have to recruit an additional 50,000 black students and 58,0000 Hispanic students each year if they want their student bodies to reflect the American population, according to research from the Posse Foundation, a New York-based organization that works to improve diversity on campus.

What you thought you knew about diversity is wrong

�㽶��Ƶ — Thu, 31 Mar 2016 14:11:15 +0000

As one of only two recruitment agencies that are also Stonewall members, diversity is an issue very close to the heart of our organisation. There is a huge decline in the portrayal of these issues as merely ‘tick boxes’ or HR matters alone, but it’s important that they must be championed from the top of an organisation all the way to the ground in order for them to thrive.

Why diversity never comes to some workplaces

�㽶��Ƶ — Thu, 25 Feb 2016 15:31:49 +0000

Striving for greater diversity in the workplace – be it gender, race, age or experience levels among employees – is a long sought-after goal by business leaders looking for a competitive advantage.

Several studies show that companies with a diverse workforce are more likely to outperform others in the field. So, with so much on the line, why do so many firms still struggle with a lack of gender, race or age diversity within their ranks?

Leveraging Peer Relationships for Retaining Women Engineers

�㽶��Ƶ — Wed, 17 Feb 2016 21:33:19 +0000

Moving the focus from the individual to the social group offers novel and promising tools to help ensure the success and retention of entry-level women engineers. In recent years, SWE has endorsed and partnered with several researchers who focus on women’s lack of advancement in the engineering profession.

Workforce diversity boosted by recommending a friend

�㽶��Ƶ — Wed, 03 Feb 2016 18:33:17 +0000

Referring friends and associates for job vacancies can help to create a diverse workforce, a new study from the Desautels Faculty of Management at �㽶��Ƶ finds.

Word-of-mouth recruitment, the most common way to fill jobs, has previously been thought to cause segregation at work: women tend to reach out to other women in their networks, and men do likewise.

Workforce diversity boosted by recommending a friend

�㽶��Ƶ — Mon, 25 Jan 2016 19:01:42 +0000

Workforce diversity boosted by recommending a friend

Referring friends and associates for job vacancies can help to create a diverse workforce, a new study from the Desautels Faculty of Management at �㽶��Ƶ finds.

Word-of-mouth recruitment, the most common way to fill jobs, has previously been thought to cause segregation at work: women tend to reach out to other women in their networks, and men do likewise.

Word-of-mouth leads to more diverse workforce says report

�㽶��Ƶ — Mon, 25 Jan 2016 18:31:07 +0000

A study from the Desautels Faculty of Management at �㽶��Ƶ has found referring friends and associates for job vacancies can help to create a diverse workforce.

Word-of-mouth recruitment, the most common way to fill jobs, had previously been thought to cause segregation at work: women tend to reach out to other women in their networks, and men do likewise.

Bridging the Gap Between Gender and Leadership: Exploring the Real - Explicit and Implicit - Reasons Behind the Absence of Women on the 2014-2015 MUS Executive Council

�㽶��Ƶ — Sat, 07 Feb 2015 00:43:09 +0000

McGill Women in Leadership (MWIL), Deautels Women in Business (DWIB), TEDxMontreal Women, the National Women in Business Conference, the Intercollegiate Business Convention. Evidently, as the non-exhaustive list above demonstrates, there are many occasions for women at McGill to thrive and shine in the area of leadership, where they are chronically and critically underrepresented. Within Bronfman, and McGill as a whole, women apply to volunteer, speak, participate, and join a host of clubs and initiatives highlighting female leaders.

Second Generation Bias: A Subtle but Powerful Presence

�㽶��Ƶ — Sat, 07 Feb 2015 00:41:39 +0000

Deeply embedded and frequently unconscious cultural and organizational biases can be challenged both through small "wins" and by establishing policies that take a whole-organization rather than a women-only approach. Second-generation gender bias is making its way into the lexicon of women's workplace issues as a subtle, covert, and at times unintentional, phenomenon that thwarts women's power and potential. ...