Friday, November 21, 2025, from 8:00 AM - 3:00 PM

(Hybrid Format - Rutgers Business School, New Brunswick, NJ & Virtual)

If you are a business or academic leader dedicated to championing organizational inclusiveness, join us for a dynamic day of panels and breakout sessions exploring how technology, online spaces, and shifting gender norms are reshaping workplace connection. From digital gender discourse to the power of ERGs and professional networks, we’ll dive into what it means to foster true belonging at work today.

Dr. Krystal Duarte, CWIB’s Post-Doctoral Research Associate, published her latest study in Adaptive Human Behavior and Physiology on how women’s stress levels respond to competition and status differences.



Actions for the Workplace, Based on Research:

• Design for Collaboration, Not Competition: Our research shows that even the idea of competition can be a source of physiological stress, impacting well-being and potentially hindering performance. In the workplace, shifts from individual competition to team-based challenges that promote shared goals can reduce unnecessary stress.
• Celebrate Collective Success: Create spaces (such as a Slack channel or newsletter section) where members can publicly recognize each other’s achievements, strengthen bonds and boost collective morale. Research indicates that women feel most at ease when social harmony is prioritized over individual success.
• Foster Knowledge Sharing: Encourage workshops where members share a skill or knowledge area, fostering an environment that supports learning and mutual growth. 

New research from the Center for Women in Business reveals a gap between intention and action. While men and women agree on the value of gender equity, they differ on what it takes to achieve it. For example, 90% of women managers say speaking up about inequities is “very important,” compared to just 71% of men.

In a recent Conversation article, Lisa Kaplowitz, Colleen Tolan, PhD, and Olivia Foster-Gimbel, PhD, outline actions men in leadership can take to move from intention to impact.

Actions for the Workplace, Based on Research:

• Speak Up without Speaking over: Don’t wait for formal meetings — address disrespectful comments or behaviors immediately. Research shows that timely intervention models respect and accountability, reinforcing that a respectful workplace culture is non-negotiable.
• Take Paternity Leave: Leaders should take and openly support paternity leave to normalize male caregiving roles and reduce stigma. Research shows this promotes gender equity by increasing female workforce participation and reducing sexist attitudes. Modeling paternity leave encourages broader acceptance and use.
• Advocate for Flexibility: Champion flexible work options like remote schedules and adaptable hours, shown to reduce burnout and improve retention. Although men may hesitate due to gender norms, leadership modeling helps normalize flexibility and fosters a healthier and more equitable workplace for both men and women.