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CARLSON
S P R I N G 20 2 1 SCHOOL OF MANAGEMENT
Women
& Work
THE MAGAZINE Exploring the challenges—
FOR ALUMNI and opportunities—
AND FRIENDS presented by the pandemic.
CARLSON
S P R I N G 2021
THE CARLSON SCHOOL
O F M A N AG E M E N T M AG A Z I N E
F O R A LU M N I A N D F R I E N D S
Opposite: Carlson
School students take DISCOVER
steps to stay safe while
learning during the
COVID-19 pandemic. 3 Start-Up News
Cover and right: 7 3 People, 3 Questions
“These unprecedented
times” have upended 8 Faces of Carlson
the nature of work
for women. We tackle
the challenges and
opportunities that may FOCUS : WOMEN AND WORK
lie ahead. Illustration
by Edmon de Haro.
Below: Making
Waves: Women
10
Challenges
entrepreneurs build
businesses their way.
he pandemic is exacerbating
T
gender disparities, and the impacts
may echo for years.
16
Opportunities
16 ith creativity, intention, and purpose,
W
employers can use lessons learned during
the pandemic to design a workplace that
works better for everyone.
20 Alumni Profiles
26 Faculty Profile
E N G AG E
31 News & Notes
32 Executive Spotlight
34 Giving
38 Alumni Happenings
40 Class Notes
20 44 5 Things I’ve Learned
S P R I N G 2 0 21 | C A R L S O N S C H O O L O F M A N A G E M E N T 1
DISCOVER
FROM THE DEAN
Adjusting to S TA R T- U P N E W S
a New Normal
It’s been more than a year There is a message here for companies of all IDS DEPARTMENT
since COVID-19 upended shapes and sizes: It’s time to rethink work. Our EARNS TOP HONORS
our lives. While nearly faculty members are lending their expertise to Recognition of the Carlson School’s
everything has changed, I still suggest effective strategies that produce positive outstanding faculty continued at
the INFORMS Annual Conference,
often find myself adjusting results for employees and the bottom line.
considered one of the most
to a “new normal.” The same When we see positive things happen, we need to prestigious conferences for the
can be said for many of you, acknowledge them. I hope you find inspiration in management information systems
I’m sure. That’s especially the story of Professor Rachna Shah (who has been discipline. Two Information &
Decision Sciences Department
true for those parents with young children at home, blending work and home for a long time!), and from
faculty members won top honors:
those taking care of sick or aging relatives, or those the three female founders of Odele Beauty. Two of
assisting siblings in their education, to name just the three met as Carlson School students and all Practical Impact Award
a few examples. These blurred lines between all have the same goal of protecting what is important Ravi Bapna, the Curtis
L. Carlson Chair in
that we do can make our lives feel messy; they are to them, which, as they say, can shift over time. Business Analytics and
also impacting businesses and the way we work. However, some things do not change, and that Information Systems
As you may know or have experienced includes our commitment to fostering a diverse,
Best IS Paper
personally, women have felt these impacts acutely. welcoming, equitable community. The urgently Associate Professor
The statistics are startling, disheartening, and important work to be anti-racist continues at Jason Chan for Hiring
deserving of our attention. In the following pages, our school, with new faculty and staff trainings Preferences in Online
Labor Markets: Evidence
you can learn more about the current situation, underway as one important step. There are many of a Female Hiring Bias
as well as the new opportunities it presents. faculty, staff, students, and alumni who are pushing
Hitting the Mark
Several Carlson School faculty members are us forward. I appreciate their passion, energy, and Also, IDS PhD student Meizi Zhou
studying these impacts and providing their insights. But I know it will take a sustained effort won for Best Student Paper, PhD
alumnae Jingjing Zhang won the
expertise to understand the many challenges from each of us to create long-lasting change.
Sandra A. Slaughter Early Career
resulting from child care, remote learning, and I’m confident 2021 will bring us progress, on diversity, Faculty members earn national recognition Award, and INFORMS unveiled
remote work, among others. Families today have equity, and inclusion; on more flexible work; on the for teaching and research. the new ISS Gordon B. Davis Young
different shapes, sizes, and roles, so I recognize economy; and on our ability to gather together again. Scholar Award. Named for the
that these shifting demands also affect each of us TWO NAMED have significant work experience, which Carlson School professor emeritus, it
Warmest regards, BEST IN THE COUNTRY helps bring the strategy topic to life.” recognizes a young scholar on a path
in varied ways—and we all need a little grace.
Professor Mary Benner and Senior Benner was joined on the list by of making outstanding intellectual
Lecturer John Molloy were named Molloy, a two-time winner of the contributions to the discipline.
as two of the “Top 50 Undergraduate Carlson School’s Outstanding Faculty “It was amazing to see our department
Professors of 2020” by Poets&Quants. Member Award and recipient of the have so much success,” says Gedas
Sri Zaheer, Described as a “research monster,” Annual Faculty Teaching Award. Molloy Adomavicius, the Information &
Mary Benner
Dean, Carlson School of Management Benner, the Strategic Management and teaches courses called Fundamentals Decision Sciences Department Chair
Entrepreneurship Department chair as of Finance, Financial Modeling, and and the Larson Endowed Chair for
well as the John and Nancy Lindahl Profes- Corporate Investment Decisions. Excellence in Business Education. “As
sor for Excellence in Business Education, “Inspiration is tough to define since one of the pioneering institutions on
has nearly 9,000 Google Scholar citations, it comes in various paths,” a nominator information systems, it’s great to be able
something no other professor on the wrote in support of Molloy. “In my to carry on the legacy of this program.”
list came close to matching. She brings instance, learning from John day in Another recent success for the
those insights into the classroom while and day out became my motivation department is a hometown grant from
John Molloy
teaching Business Strategy and Technology to continue on my career track in the Target Foundation to the Analytics
Strategy for undergraduate students. Finance. Until this date, I have not met a for Good Institute (AGI). The grant
“I care about students and their professor as passionate about the subject allows AGI to continue its work on
learning,” Benner told Poets&Quants. “I they teach. John’s empathetic nature sustainable housing projects in the
try to create a course that allows learning and intriguing lectures are unparalleled Twin Cities region, building on student
for different types of students. I also at this school, and I’m sure elsewhere.” work in the Carlson Analytics Lab.
2 U N I V E R S I T Y O F M I N N E S O TA ILLUSTRATION: JON KRAUSE S P R I N G 2 0 21 | C A R L S O N S C H O O L O F M A N A G E M E N T 3
S TA R T- U P N E W S
Carlson School Board of Advisors Holmes Center, MN Cup
Finalizes New Adds New Members Gain National Recognition
Strategic Plan Four accomplished business leaders joined The Gary S. Holmes Center for Entrepre- With its reach, MN Cup also ranked
Titled “Business as a Force for Good,” the Carlson School of Management’s neurship and its flagship program, MN as one of the top 10 university-
the Carlson School’s new strategic Board of Advisors (BOA) this year. They are: Cup, garnered national honors recently. sponsored collegiate entrepreneurship
vision positions the school for its next Angela Busch competitions in the nation by the
Angela Busch, executive vice The Holmes Center was named one of
100 years of business education. George Washington University Office
president of corporate strategy and the five finalists for the “Outstanding
of Innovation and Entrepreneurship.
Aligned with the University of Minnesota’s business development, Ecolab Contributors to Venture Creation” at the
Systemwide Strategic Plan, the Carlson Global Conference of Entrepreneurship MN Cup is the country’s largest
Nicole Graves, human resources
School’s plan is flexible to allow for Centers. The center was also recognized statewide new-venture competition—
senior director for global sales and
responses to the long-term impacts of the in the State of University Entrepreneurship supporting and accelerating the
marketing, finance, and business
COVID-19 pandemic, while also ensuring Centers’ Fall 2020 Report, with MN Cup development of breakthrough business
operations, The Boeing Company
continued investment in vital areas. specifically spotlighted in the survey of ideas across Minnesota. In the 16th
Nicole Graves Laura Newinski, deputy chair and more than 100 entrepreneurship centers. annual MN Cup competition, two
The plan includes five platforms and chief operating officer, KPMG LLP University faculty-led startups took
initiatives that the school will develop “It’s a great honor for the Holmes
home top prizes. BlueCube Bio, which
over the next five years, including: Mark Schindele, executive vice Center and MN Cup to be mentioned
won first prize, created the first-ever
president and chief stores officer, Target in conversations of the best entre-
safe, non-toxic means for preserving
preneurship programs in the country,”
• Foster mutually impactful All are University of Minnesota alumni, biological cells used for cell therapy—a
says John Stavig, the center’s program
business engagement with three being graduates of the method that treats diseases such as
director. “I’m extremely proud of
that informs world-class Carlson School: Graves and Newinski leukemia and melanoma. The runner
the work we’ve done to shape the
research and teaching
Laura Newinski earned graduate degrees in their up was Counterflow Technologies,
lives of so many entrepreneurs.”
respective fields and Schindele has a which invented a new type of spray
• Develop innovative programs bachelor’s in business administration. nozzle that operates more efficiently
that respond to and and may lead to energy savings and
capture market demand “We are thrilled to have such a diverse
reduction of CO2 emissions.
group of business leaders join us,”
• Enrich the student experience says Carlson School Dean Sri Zaheer.
“I am eager to work closely with them
• Develop leaders committed
School Posts Strong Employment Numbers, and other board members as we
TOP:
BlueCube Bio
to equity and inclusion for
all identities in a community 94% Despite Pandemic Mark Schindele
move forward in 2021 and beyond.” is developing
a new means
that supports diverse The Carlson School’s Board of Advisors for preserving
of MSBA Career services staff at both the Ninety percent of Full-Time MBA
students, faculty, and staff includes more than 40 senior executives biological
students were Undergraduate Business Career students were employed within three cells used for
• Build a “Carlson for Life” employed within Center (UBCC) and Graduate Business months of graduation, equal to 2020’s representing a variety of companies
cell therapy.
experience that encourages three months Career Center (GBCC) continue to work mark. Salaries, bonuses, and negotiated and organizations across the globe.
BOTTOM:
lifelong school engagement diligently to help Carlson School students vacation time all increased from a year A close-up of
and philanthropy 98% land jobs upon graduation. Collectively,
they have increased service to students,
ago. The GBCC had a hand in three
of every four offers. “The pandemic “We are thrilled to have such
CounterFlow’s
technology.
with more coaching appointments, has forced our office to adapt and
Within each of those platforms are specific
of undergraduates
had full-time employer meetings, and virtual events. change quickly,” says Maggie Tomas, a diverse group of business
initiatives that will address areas of focus
over the next five years. Some of those
opportunities,
enrolled in
They are building on their hard-earned
success with the Class of 2020.
GBCC director. “We’ve been forced
to look at the services we offered
leaders join us.” — D E A N S R I Z A H E E R
include establishing a leadership position and see how we can be adaptive
graduate school, Ninety-eight percent of undergraduates
and team to drive the Carlson School’s to this changing environment.”
were volunteering, had full-time opportunities, enrolled
diversity, equity, and inclusion initiatives Together, they work closely with the
or joined the in graduate school, were volunteering, Speciality Masters students also
and further develop the curriculum to Carlson School’s dean and leadership
military within 90 or joined the military within 90 days of achieved high levels of placement.
become more analytics-infused, with a team to ensure a highly engaged
days of graduation graduation. For those who entered the Ninety-four percent of MSBA
focus on immersive, experiential learning. relationship with local and national
workforce, the average starting salary students and one hundred percent businesses while providing valued
The strategic plan was developed
by a committee of Carlson School
100% was north of $60,000 for the first time. of MS in Finance students were assistance in seeking both monetary and
employed within three months. non-monetary support from individuals
faculty, staff, students, and alumni. of the Class of
A great omen for the future: one hundred and the corporate community.
Siddharth Chandramouli, the managing 2021 MBAs
director for the Carlson Consulting accepted percent of the Class of 2021 MBAs The group changed its name from
Enterprise, served as the facilitator. internship offers accepted internship offers last summer. the Board of Overseers to the Board
last summer of Advisors in December 2020.
4 U N I V E R S I T Y O F M I N N E S O TA ILLUSTRATION: HARRY CAMPBELL S P R I N G 2 0 21 | C A R L S O N S C H O O L O F M A N A G E M E N T 5
S TA R T- U P N E W S 3 PEOPLE, 3 QUESTIONS
Two Programs Listed 1. What are 2. What is your 3. W
hat is your
Among Nation’s Best you reading? favorite website? dream job?
MBA Recent rankings show two of the Carlson
School’s programs stand out among peers.
No. 2 The MBA program was again ranked
opening as the number-one graduate business Argonauts by Maggie Nelson. I spend probably too much of my I love movies, so likely a film
new career school by Military Friendly, an My friends recently started a free time on Twitter. It’s a great critic! I’m in my first film class
opportunities organization that surveyed thousands book club and wanted to start mix of humor, news, thought- this semester, and I’m fascinated
of institutions and assembled lists that with a book by a queer author, provoking commentary, and a by the way movies are able
No. 4 capture best practices in recruitment and
retention of military employees, students,
so we chose this one! Bluets
by Maggie Nelson is one of my
personal blog of sorts. I’m always
interested in what my friends are
to communicate so much
about love, loss, our world, etc.
alumni ranking and franchisees. The Carlson School favorite books, so I’m really reading about and laughing at. through creative mediums.
of career services was awarded for its leading practices, excited to read what she has
and potential outcomes, and effective programs for to say in The Argonauts.
to network active-duty members and veterans. Amy Ma
The MBA program also performed well
’21 BSB,
No. 6 among schools that participated in The
Minnesota Student
Association (MSA)
Economist rankings. The Carlson School Global Learning Continues Student Body President
in the U.S. for landed in the top 10 in the U.S., top 15
faculty research globally, as well as No. 2 for “opening Despite the challenges the pandemic “These types of guest speakers
new career opportunities,” No. 4 for has brought to global learning and could only happen because of the
No. 16 “alumni ranking of career services,” and
No. 4 for “potential to network” among
international experiences, the Carlson strong partnership we’ve built around
School, through the Carlson Global the world,” says Anne D’Angelo, I just purchased the audio www.creativemarket.com. For a realistic position, I would
in the country for U.S. schools. John Byrne of business- Institute (CGI), is still finding ways to assistant dean for global initiatives. version of Highway of Tears: It’s a resource to bring your say a chief marketing officer
career services school website Poets&Quants took connect students around the world. “During this unprecedented time, A True Story of Racism, creative projects to life with role. For a position that captures
notice, writing that the Carlson School it really feels like relationships are Indifference, and the Pursuit more than three million unique all my interests but may not
Since spring 2020, the Carlson School
“boast[s] one of the top experiential what is keeping the globe turning.” of Justice for Missing and fonts, graphics, themes, photos, currently exist, I would say a
UNDERGRADUATE
has not offered students a traditional
learning programs in the world.” Murdered Indigenous Women and templates designed by role that involves and works
study abroad experience. Instead, CGI The student organization GLOBE, which
1 of 10 Career services and faculty were both
identified as highlights in the latest
used its longstanding partnerships
with programs around the world to
partners Carlson School students
with international student “buddies”
and Girls by Jessica McDiarmid. independent creators around
the world. And they have six
within branding, aesthetics,
food, clothing, and events.
Schools to Financial Times’ rankings, too. The school bring a diversity of guest speakers while they’re in the United States, has free downloads every Monday!
watch in 2021 landed at No. 6 in the U.S. for faculty into students’ virtual classrooms. This continued its engagement as well. Brittany Cardinal
research and at No. 16 in the country for includes corporate leaders across the The group has put together a variety ’23 MBA,
career services in their MBA rankings. globe, local nonprofits in Ghana, the of virtual events, including a virtual Manager, Patient and
Icelandic Honorary Consul, the Candian escape room, trivia games, dinner- Translational Marketing
Poets&Quants also recognized the
Consul General, and Cargill sustainability making parties, and other activities. at Be The Match
Carlson School’s Undergraduate
experts in the United Kingdom.
Program, naming it one of 10 “Schools Many of the flagship internationally related
to Watch in 2021.” projects are still continuing virtually,
such as the Global Business Practicum.
Poets&Quants wrote of the Carlson
School’s Undergraduate Program: “During this “Though it’s not the same as a
I am reading Barack Obama’s
new memoir, A Promised Land.
The New York Times website
is my go-to source for varied
I have it, of course! The
Carlson Analytics Lab and the
“When it comes to immersions, the
Carlson School sets the standard.”
unprecedented time, traditional international experience,
we’re so proud that our partnerships
He is an incredible writer and
storyteller. In this book, he
categories of content several
times a day. From world news
Analytics for Good Institute have
given me the chance to focus
it really feels like around the world have continued,” discusses not just policy decision- & politics to cooking and on applying the use of data
D’Angelo says. “As a key component
relationships to a Carlson School education, we’re
making during his administration,
but he is introspective and
technology, in my opinion,
The New York Times offers
analytics to help solve problems.
Recently, we’ve been able to
are what is keeping thrilled to be able to bring the globe
to our students over the past year.”
thinks critically about these
decisions’ outcomes. And I’ve
an unparalleled breadth and
depth of information and ideas.
work closely on issues that face
residents in our community
the globe turning.” Ellen Trader just finished reading Aimee I also listen to the morning The such as access to quality
Executive Director, Nezhukumatathil’s World of New York Times podcast by affordable housing and food
— A N N E D ’A N G E L O Wonders. It uniquely combines Michael Barbaro, The Daily. insecurity. The times in which
Analytics for Good Institute
an appreciation for nature with we live make it more important
Managing Director,
ideas about identity and fitting in. than ever to make sure that
Carlson Analytics Lab
business is a force for good.
6 U N I V E R S I T Y O F M I N N E S O TA ILLUSTRATION: MICHAEL AUSTIN S P R I N G 2 0 21 | C A R L S O N S C H O O L O F M A N A G E M E N T 7
FACES OF CARLSON
Among our greatest Luke Schaible Nina Vrtjak
achievements at the Carlson ’21 MSSCM ’21 BSB
School are the connections “My biggest hero is still my dad.
He’s still working as a facilities
“This may be a cliche answer, but
my biggest hero is my mom. She is
we have made to each other engineer for Marvin Windows in
Warroad, Minn. He has worked
godsent and is walking on Earth as
an angel. She is the most selfless,
and to the school. Our Faces on several projects funded by
the company throughout town,
hardworking woman I’ve ever met.
I would trust her with my entire
of Carlson series showcases such as the public library and the
Gardens Arena. Growing up in a
life. She’s been faced with many
hardships and you would never know
the perspectives of our small community, I thought my
dad was a rock star since his name
it. She has the strongest mentality
and is the strongest person I’ve ever
inimitable students, faculty, was on plaques commemorating met in my life. I admire that so much.
the teams that built both the I strive to be half the person she can
staff, and alumni, highlighting library and the rink. As an adult, be. She’s a rock for myself and so
Abdifatah Ali Connie Buechele I’ve had the opportunity to meet Tiana Birawer many others, and I really hope I could
what inspires them and Professor, Carlson School IT Director and work with talented people ’19 MBA be that selfless of a person one day.”
Work & Organizations Department from all walks of life while serving
makes them proud of their “I am most proud of earning
“One of the most pivotal moments
in my life was participating in the
in the military and in the private
Associate Brand Manager,
Cheerios at General Mills
sector. But I have yet to meet
work and communities. my doctorate in industrial and
organizational psychology. Coming
Carlson School Executive MBA
Program, also known as CEMBA.
someone with a character, work “My biggest hero isn’t one
ethic, and devotion to family and person per se, but is everyone
from a refugee background and Being in the CEMBA program was a
community quite like my dad. who has come before me and
having few resources coming to the great opportunity for me to set an
I’ve got some big shoes to fill.” paved a way for me. My parents
United States required a lot of hard example for my kids, who were 10
moved from Jamaica to America
work, perseverance, and learning and 16 at the time. When I started
when I was four. The sacrifices
to navigate different systems. in the CEMBA program, I had been
they made to bring me here and
Having accomplished this, it feels the IT director at the Carlson School
knowing this would be a better
great to pave the way for the next for about five years, and I really
life. I also have heroes who are
generation and be the representation appreciate the opportunity to
African American Black women
I desperately wanted. I hope more experience the student perspective
who were able to break the color
people who look like me know that and see what it was like to sit in the
barrier both in education and
there is space for them and they classroom. I also had the opportunity
in the workforce, while looking
are very needed in these fields.” to learn from some of the most
out for people who look like me.
talented instructors at the Carlson
I think those are my heroes.”
School, as well as see how they
used our classroom technology. My
classmates in the CEMBA program
were working in a variety of fields,
and it was so interesting to learn
about different industries, corporate
cultures, and challenges, which
broadened my perspective beyond IT
and beyond higher education. I keep
in touch with my classmates, and
I bring lessons and ideas from the
program to work with me every day,
including keeping the student and
instructor perspective as a top focus
for our IT team. I truly feel honored
and privileged to have participated in
the CEMBA program and to work at
the Carlson School of Management.”
8 U N I V E R S I T Y O F M I N N E S O TA S P R I N G 2 0 21 | C A R L S O N S C H O O L O F M A N A G E M E N T 9
FOCUS
FOCUS
WOMEN
&WORK
I L L IULSL TURSATTRI AO TNI OBNY B Y
E D M
E D
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HOA R O
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ON NT 11
WOMEN AND WORK
H
C AL
LEN G
ES
J U G G L I N G IT A L L D U R I N G C OV I D -19
The pandemic
is exacerbating
gender disparities,
and the impacts
may echo for years.
By Mo Perry
S P R I N G 2 0 21 | C A R L S O N S C H O O L O F M A N A G E M E N T 13
WOMEN AND WORK | THE CHALLENGES
The pandemic has blurred whatever tenuous HEADWINDS IMPEDE The pandemic has also brought LOSS OF This erosion of work relationships
boundaries may have once existed between work ADVANCEMENT increased challenges in the relational SOCIAL CONNECTION has consequences beyond individual
How much time people allocate to elements of work, and women are more While the professional costs of wellbeing. Workplace research has
and life. But it also has created an opportunity different tasks at work can be key for likely to be the go-to person for that the pandemic may take some time found that teams that nurture a sense of
to study how these domains interact to affect career success. While the increased domain. “There’s this notion called a to manifest, the personal costs to psychological safety and cohesiveness
demands stemming from the pandemic ‘toxin handler’—when there’s bad stuff workers’ wellbeing are already emerging. perform better. That cohesion may
people’s wellbeing, career trajectories, workplace have likely directly affected what to handle, that falls to certain people “Social connection is why we’re on this have to be mindfully cultivated as
satisfaction, and productivity. Colleen Flaherty people are able to tackle during the in a work setting,” says Glomb. “When planet. It’s what makes us human,” companies and organizations start to
Manchester, an associate professor and Theresa work day, they have also likely had an there’s a conflict, who’s expending says Glomb. “Relationships at work map out a path forward, and communal
indirect effect through burnout. “We cognitive and emotional energy are a key driver of work satisfaction awareness of the disparate impacts of
Glomb, a professor in the Department of Work and
A
found that depletion can influence sorting it out while others are blissfully and workplace wellbeing and so it is no the pandemic will be a crucial place
Organizations at Carlson School of Management how much time you spend on complex unaware? Women are more likely to surprise that employees report the loss to start, including considering each
work,” explains Manchester. “So maybe be the toxin handler for the group.” of the social fabric of the organization employee’s specific family situation.
haven’t let the opportunity go to waste. you spend more time on short-term, All of this adds up to real and as a primary drawback of working
immediate tasks that benefit other detrimental impacts on career trajectory from home. We were already seeing THE ROLE OF LEADERS
normal work day minus an annoying people, and less on tasks that have and workplace satisfaction for many an epidemic of loneliness, and now Over the past year, we’ve already
and time-consuming commute. “A key long-term, delayed gratification.” The working women, as depletion leads them the pandemic is exacerbating that.” seen evidence of what’s been dubbed
difference from previous work-from- problem, of course, is that it’s those to seek immediate, short-term tasks that When Americans first retreated into a “she-cession.” A quarter of working
home arrangements is that many people long-term, delayed gratification tasks give a sense of closure and connection. their homes in the spring of 2020, there women are considering downshifting
don’t have childcare,” Glomb says. that are recognized and rewarded with While this may be a workable short-term was a sense of being “in it together.” their careers or leaving the workforce
“Kids are not in school. We’re working accolades and professional advancement. strategy for navigating a challenging Work meetings might have included entirely due to burnout, according to
from home without the structural And it’s not just non-work time, it comes at a cost. “People in personal check-ins, asking each person a study conducted by McKinsey & Co.
support we’re used to having, so we’re distractions that are encroaching on service roles will be at a disadvantage, to share how they’re doing. And Zoom and LeanIn.org. Another recent report,
layering on extra challenges.” Employees work time, as parents try to juggle because the reward structure doesn’t provided humanizing windows into from the Bureau of Labor Statistics,
will need varying levels of employer childcare, remote learning, and value that,” explains Manchester. each other’s homes and personal showed that in December of 2020 alone,
support as they navigate merging remote work. Their research found “They’ll have less time for research, spaces. But as the pandemic has worn there were 140,000 job losses nationally
their personal lives and varying family work-related interruptions have and if that’s what’s rewarded, it leads to on, the communal sense of facing the nationally, across all sectors—all of
structures with their professional roles. increased as well, in a way that seems greater divergence in career outcomes.” challenge as a united front has waned. them held by women, mostly Black and
In their study of faculty experience to disproportionately affect women. “There’s a danger of deterioration Latina. (A separate survey showed even
during the pandemic, they found that “When organizations are in times of of social relationships and increased wider gaps among the self-employed.)
long with researchers at the University three types of experiences emerged. change and crisis, there’s more going isolation and loneliness,” says Glomb. Glomb says leaders have a role
of Washington and California “Productivity forward” respondents on,” notes Glomb. “There are tighter to play in making sure hard-won
Polytechnic, Manchester and Glomb were those who were able to be more turnaround times, more texts and emails, gender gains in the workplace aren’t
found nearly 20 percent of faculty at productive since the onset of the you’re jumping from thing to thing, wiped out by the pandemic.
the University of Minnesota report pandemic, benefiting from the lack of a and your attention keeps switching.” She cites a story of a woman who
experiencing high levels of burnout
since the onset of the global pandemic.
commute, fewer informal meetings, and
more focus on their work. “Productivity
With more interruptions in both
the work and non-work domains, many “When there’s a conflict, who’s went to her boss asking to scale back
to an 80 percent work schedule. “And
expending cognitive and emotional
The levels of burnout reported by steady” respondents reported a women are experiencing a “double her boss said, ‘No, you can’t put your
survey respondents varied significantly, mixed effect. They were generally whammy,” says Manchester. In the career on hold. Go ahead and step back
with women disproportionately insulated from emotional exhaustion case of faculty, women and minorities from work, and we’ll just recognize
represented in the group with the
highest levels of emotional exhaustion
or burnout, with productivity losses in
some areas compensated for by gains
are seeing the greatest increases in
the amount of time spent on service energ y sorting it out while everyone needs grace right now.’”
Manchester agrees that leaders will
others are blissfully unaware?
and lowered productivity. in others. “Productivity headwinds” work, such as forming new processes need to do their best to counteract
“The Covid-19 pandemic has respondents reported the greatest and intensified committee work. the uneven impacts of the pandemic
affected everyone in some way,” says negative effects on productivity and on their team members, taking into
Manchester, “but the experience
has not been uniform.”
high burnout. Women and faculty with
young kids were disproportionately Women are more likely to be the account balancing their specific family
needs with work ones. “It’s important
toxin handler for the group.”
In the unending quest for work-life represented in this group, as well as to know that the experience [of the
balance, one might think that the people with less senior positions. pandemic] hasn’t been the same for
opportunity to work exclusively from While this analysis is focused on faculty, everyone, and some people will need
home would be a boon. But Glomb there is reason to believe that these types — T H E R E S A G L O M B to make up for lost time to reestablish
notes that what we’ve been experiencing of experiences may extend more broadly. their career trajectory,” says Manchester.
is not simply a change of scenery, or a “People will be set on these different
trajectories if we don’t attempt to
ameliorate some of these effects.”
14 U N I V E R S I T Y O F M I N N E S O TA S P R I N G 2 0 21 | C A R L S O N S C H O O L O F M A N A G E M E N T 15
WOMEN AND WORK OP POR With creativity, intention, and purpose, employers can use lessons learned during the pandemic to design a workplace that works TUN better for everyone. By Sarah Asp Olson FLE X TIME , FLE X SPACE ITIES S P R I N G 2 0 21 | C A R L S O N S C H O O L O F M A N A G E M E N T 17
WOMEN AND WORK | THE OPPORTUNITIES
Corporate America is at a crossroads. This, according The caveat though, according “I think it really laid stark, this pan- household responsibilities,” says In 2019, General Mills expanded its
to the 2020 Women in the Workplace report. For to Zellmer-Bruhn, is the need to demic, that all this responsibility fell on Glomb. And while it’s far from a U.S. leave policy to include enhanced
preserve crossing points. “You the family unit and disproportionately simple issue, “there are simple ways parental leave, new caregiver leave,
the past six years, the annual report by McKinsey need those times where people are women,” says Colleen Flaherty Manches- to try to bring it back into parity.” improved bereavement leave, and
& Company and LeanIn.Org has laid out responses together and where they’re available. ter, Carlson associate professor in the One research-backed strategy short-term disability benefits. When
B
How do you orchestrate that?” Department of Work and Organizations. Glomb has recommended to her own the pandemic hit, the shift made for a
from hundreds of companies about challenges and Companies need those check-in Normalizing hybrid work, says Man- friends is to take an alternating days solid foundation upon which to build.
opportunities unique to women in the workplace. points, but so do workers. Glomb talks chester, has the potential to move toward approach where parents split the week. “We’ve heard feedback that the
about a sweet spot of at-home versus parity within any dual-career couples. For example, Mondays kids go to one additional time off is strengthening
on-site work. “After a few days out of “Those structures are already parent first for anything they need. family bonds, allowing for critical
“The phrase ‘don’t waste a crisis’ is the office, you might start to see some gendered to begin with oftentimes,” On Tuesdays, the other parent takes caregiving activities, reducing the stress
getting bandied about, and I think that detriments in social connection or she says. “If household roles dispropor- the lead, handling everything from of major life transitions, and removing
that’s very true here,” says Theresa teamwork and innovation,” she says. tionately fall on women, or if women homework questions to prepping and financial barriers to taking time off,” says
Glomb, a professor in the Carlson While each company and its are more likely to be the trailing spouse cooking dinner to bedtime routines. Jacqueline Williams-Roll, chief human
School’s Department of Work and employees will need to work out and their career is the one that often Employers must consider the unique resources officer for General Mills.
Organizations. “I hope we don’t have what’s best for them in the coming can be sidelined or disrupted, it has nature of all parenting and family As an executive, Williams-Roll has
a situation where in our rush to get years, Glomb predicts that it won’t a potential to open up and reduce structures, ensuring all parents and taken time to listen to employees’
back to normal we don’t take the “ever go back to what it was.” some of those frictions for women.” caregivers receive the extra support unique needs during this time. As
opportunity that is before us to really Instead, she envisions a continuum and understanding required to both a mom, the Carlson School alumna
rethink how we work, where we work, post-pandemic where companies will CHANGES ON parent full time and work full time. (’94 MHRIR) has lived it.
and the opportunities to create a work fall somewhere along the spectrum of THE HOME FRONT “For my family, the shift to working
environment where people can flourish.” fully remote and fully on site. Employees The pandemic has also served to open LOOKING from home and remote learning has
may spend a couple of days in the the lines of communication between TO THE FUTURE been challenging at times as we all
RETHINKING office or assemble in a co-working partners about the inequities of work-life It remains to be seen how companies adjust to a global situation that is
THE WAY WE WORK space during critical project times. balance at home. While imbalance in will incorporate COVID-era practices anything but normal,” she says. “As has
ut 2020 was not a typical year. It was the COVID-19 threw many companies But to make a system like this household and childcare responsibilities in the long term, but it’s hard to imagine been widely reported, the COVID-19
year a global pandemic turned the world headlong into the world of remote work. work, it falls on managers to create among men and women in opposite-sex, corporate America going back to pandemic has had a disproportionate
and the workplace on its head; one in The sudden shift in flexibility, while an environment of predictability and dual-career partnerships is well-docu- business as usual. Gartner found that impact on working women...so it’s
which women have disproportionately unplanned, presents an opportunity for flexibility. Those ideas may sound at mented, with both partners at home more than 80 percent of company up to companies like General Mills
borne the brunt of layoffs and furloughs companies to move forward with new odds with one another, but Glomb notes the inequities are harder to ignore. leaders plan to allow for some work- to lead the way. And for our team,
and dropped out in record numbers to practices that work well and do away they are essential to create a predictable Many couples—especially those with from-home options post-pandemic. we’ve been pivoting and adjusting our
care for family. Left unchecked, this with those—old or new—that don’t. cadence to the workday and week, while children—are motivated to create a Even companies that had an existing processes on the fly to maintain pace.”
crisis threatens to undo important “I do think it’s forced people to allowing employees personal flexibility. more equitable household. framework of employee support When the dust settles and in person
gains women in corporate America open their eyes that [remote work] can “This might be an opportunity to “There’s an opportunity in all of are rethinking the next phase of work- work is once again possible, the
have made over the last decade. work for many,” says Mary Zellmer- see what fell away during the pandemic this to renegotiate some of those life balance. intense challenges companies and their
Amid crisis, though, is opportunity. Bruhn, chair of the Carlson School’s that should stay away,” says Glomb. employees faced during COVID-19
Under the harsh statistics there is a Department of Work and Organizations. “What were some of those low-value could make way for a better, more
clear message: If companies are willing Along with flex space, companies activities that we as an organization equitable workforce—but change has
“One future great possibility is
to reimagine where and how we work are beginning to rethink employees’ were doing that can fall away? What to start at the top. Business owners,
and move forward with empathy time. A recent Gartner survey of 127 are the things that we started during executives, and managers can start
and intentionality—according to the company leaders found 43 percent of the pandemic that were really now by asking important questions
report—“they can retain the employees
most impacted by today’s crises and
companies will implement flex time for
their workers post-pandemic. And 90
good, that make sense to keep?”
this ability to craft your time. To that will inevitably shape the way
we work for generations to come.
be working independently when
create more opportunities for women percent of employers who responded WHAT FLEXIBILITY “How do we think about structuring
to succeed in the long term.” to a Mercer trends survey last July said MEANS FOR WOMEN roles? How do we think about
that productivity has stayed the same
you need to have less interruption,
Allowing for more flexibility has structuring jobs? How do we create a
or improved with employees working clear benefits for all employees, work-life [balance] for employees that
remotely during the pandemic. including reduced commute time really does work?” asks Glomb. “We’ve
“One future great possibility is
this ability to craft your time,” says
and the ability to balance work and
home duties. The latter, in particular, and you can go into ‘ deep work,’ shown that we can do it in this slapdash,
all-hands-on-deck [way]. Now let’s
where you’re not distracted.”
Zellmer-Bruhn. “To be working is a boon for women who still do the take the time to say: ‘All right, what
independently when you need to have lion’s share of child and home care. should it look like?’ What is going to
less interruption, and you can go into really work for people to be not just
what my colleague, Teresa [Glomb] — M A R Y Z E L L M E R- B R U H N productive, but also satisfied and happy
and others talk about as ‘deep work,’ and truly flourishing at work?”
where you’re not distracted.”
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ALUMNI PROFILES
MAKING
WAVES
BY BRIDGET BURNHAM
Female founders
build startups with a
style all their own.
tartup culture seems to be encoded into
some people’s DNA. So when Britta
Chatterjee (’03 BSB, ’10 MBA) and Lindsay
Holden (’10 MBA) met as students in
the Carlson School’s Brand Enterprise,
they immediately hit it off, bonding
over dreams of starting a company
together. And like all true entrepreneurs,
they continued to feel the tug toward
owning their dream even while building
successful careers at large corporations.
Chatterjee eventually moved into the
haircare and beauty industry, where she
met the third corner of the of Odele
triangle: Shannon Kearney. In 2019, the
three women launched Odele Beauty,
a line of clean, affordable, ungendered
hair care products designed to be shared
with everyone in a household. Their years
of building their skills and knowledge
were rewarded: Odele can now be
found in Target stores nationwide.
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ALUMNI PROFILES
hatterjee, Holden, and Kearney started “It was a harsh realization to know
Odele because they wanted to build that after putting so much of myself into
something that would meet their the company, I would ultimately have no
professional goals, personal needs, and say in what would happen,” Kearney says.
the needs of their growing families. But Kearney was determined not
Though their reasons varied among to let the knowledge and skills she
FLEXIBILITY, them, the ultimate solution seemed to built—not to mention the passion
FAMILY AND be doing their own thing, their own way. she had—go unrealized. When the
THE FUTURE Holden says she was never motivated opportunity arose to start a company
by the linear corporate path and left with the other two women, she
her traditional 9-to-5 role because she jumped in and hasn’t looked back.
wanted more time with her family. The increasing success of female-
“Reporting to ourselves gives founded companies, such as Odele,
us more flexibility,” says Holden. points to a narrowing gender gap
“Whether it’s working at night or in entrepreneurship. Mary Benner,
over naptime, we can build our day department chair and professor
to protect what is important.” in the Strategic Management and
When Chatterjee started her Entrepreneurship Department
career, she was dedicated to climbing at the Carlson School, has seen a
the corporate ladder, but the birth lot of progress since she left the
of her first child shifted her focus
to the entrepreneurial world.
corporate workforce in the ’90s, but
says there is still a long way to go. “There can be events in a woman’s Odele isn’t alone. According to
Allison Hubel, professor of mechanical
“There can be events in a woman’s
life that change her trajectory, but not a
“Women have more opportunities to
take on leadership roles,” says Benner.
life that change her trajectory, but engineering at the University of
Minnesota and founder of BlueCube
lot of people talk about it,” Chatterjee
says. “You’re just supposed to say
“But they still face ingrained sexism and
bias. Unintended, unconscious biases
not a lot of people talk about it. Bio, a startup that creates cryogenic
storage for cell therapy companies,
you’re fine. But for me, becoming a
mom meant reevaluating my path.”
become an oppressive burden when
they aren’t recognized and addressed.”
You’re just supposed to say you’re the struggle for equal access to
resources continues throughout the
Kearney, who entered the workforce
at age 19 and became a single working
Benner believes diversity, equity,
and inclusion in the classroom can
fine. But for me, becoming a mom commercialization process. From
filing for a patent to finding lab
mom at 21, loved her job and had a hard
time saying goodbye when the company
make a difference. She seeks out
case studies and examples of female
meant reevaluating my path.” space, Hubel says people treated
her all-woman team differently.
she was working for was acquired. CEOs and leaders with diverse — B
R I T TA C H AT T E R J E E ( ’ 0 3 B S B , ’10 M B A ) “If it were just one person, that
would be one thing,” says Hubel. “But
when you see it over and over again,
LEFT TO RIGHT: backgrounds to share with her classes of the cycle, we can continue to there are some imposed obstacles.”
Shannon Kearney, and strives to create an environment close the gap at every step.” Bias negatively impacts the amount
Lindsay Holden
where everyone can participate. of funding women-led ventures receive.
(’10 MBA), and
Britta Chatterjee But how does that inclusivity FINDING THE RIGHT FUNDERS Female-founded companies raised just $6
(’03 BSB, ’10 MBA) extend beyond the academic setting Despite extensive haircare and retail billion in 2019, compared to $195 billion
and into the startup world? experience and a presentation packed raised by male founders. And it’s not
Sandy Yu, assistant professor with detailed analysis and projections, just the money: Women entrepreneurs
in the Strategic Management and Chatterjee, Holden, and Kearney say miss out on the mentorship and
Entrepreneurship Department at they felt like some investors questioned accelerated growth that often come
the Carlson School, is researching their certainty in their idea. “It didn’t with access to early-stage funding.
the impact of different types of matter if it was a male or female “Success feeds success,” says Yu. “Once
financing on the growth and success investor,” says Chatterjee. “Even female entrepreneurs get their foot in
of startups. She says several factors walking in with a commitment from the door and gain connections, they will
come together to create a robust Target, we were asked to defend our continue to do well. Female founders
entrepreneurship ecosystem, but confidence and show our plan for losses. that do get funding eventually tend to
human capital and available funding It was subtle, but we had to be aware outperform their male counterparts.”
are the two major components. of the line of questioning and shift the The Odele and BlueCube teams
“Our approaches to finding conversation from risk to growth.” say the silver lining to the disheart-
prospective founders and making ening exchanges helped them steer
funding available to them affect the away from investors and partners
gender gap,” says Yu. “By increasing who weren’t a good fit and focus on
representation at the early stages creating the right connections.
22 U N I V E R S I T Y O F M I N N E S O TA S P R I N G 2 0 21 | C A R L S O N S C H O O L O F M A N A G E M E N T 23F
ALUMNI PROFILES
rom fellow founders to mentors, inves- FRESH DEFINITIONS OF SUCCESS constantly weigh personal responsibilities Ascending Together
tors, and board members, startups need While many founders jump onto a into our business decisions.”
connections in a number of arenas where path of growth for growth’s sake, The Odele team says that confidence Rosemary Ugboajah started Neka cohort of twelve business owners
women are still in the minority. Accord- Odele and BlueCube both describe in their value and values makes their Creative in 2013 because she with Ascend Twin Cities. Ascend
ing to Yu, helping female entrepreneurs their goals with a dimension that goes disciplined approach work, especially wanted to use her passion and is a partnership initiative between
plug in to the humming ecosystem is beyond increasing revenue. Hubel says during the turbulence caused by the expertise to build extraordinary JPMorgan Chase & Co., MEDA,
essential. “Female founders have differ- the definition of success is any step COVID-19 pandemic. “We’re having a brands. What began as project and the Holmes Center for
ent networks than male founders,” Yu that helps BlueCube make the most lot of ‘not now, but when’ conversations,” work for a few corporations Entrepreneurship at the Carlson
says. “Angel investors and venture capital significant impact possible on the world Chatterjee says. “We know our growth evolved into a team of experts School that provides access to
firms tend to rely heavily on referrals.” of cell preservation. Kearney sums up won’t be less because we are women. helping brands thrive with capital, market opportunities,
Hubel, who says she is naturally intro- Odele’s stance: “We strive to do the It will just be different. It will always Inclusivity Marketing. Inclusivity and business education to
BUILDING verted but relies on training and mentor- best thing in the best way we can. We include the holistic health and wellbeing Marketing is Neka Creative’s BIPOC Entrepreneurs.
A MORE ship to enhance her communication skills show up and we don’t take shortcuts.” of our team and their families.” trademarked holistic approach of
and connections, knows how strong back- It’s not that Odele doesn’t have According to Hubel, BlueCube’s Ugboajah says the guidance she
POWERFUL bringing different perspectives,
ers can burnish a founder’s reputation and big growth plans, but rather the growth is guided by science. “We always received through Ascend brought
NETWORK histories, experiences, needs,
help build a broad and robust network. team intentionally reins in the pace want to meet the next big societal clarity for her business as she
FROM THE and motivations together in
“Our network allowed us to find alter- and narrows their focus in order to need,” says Hubel. “We’ll continue zeroed in on her target market
GROUND UP one cohesive brand process.
native resources when others fell through protect how they expand. “Financial our journey of discovery and let the and honed her strategy. But even
or didn’t deliver,” she says. “Talking with independence and success are data move us forward. When we find As Neka Creative grew, Ugboajah more valuable, says Ugboajah,
people lets us see different approaches motivators, but one of the reasons we something transformative, we’ll work felt she could use more business are the connections she made.
to commercialization and keeps started this company is to be there to prove it and move it into practice.” guidance and more connections.
“The network of businesses
supporters connected with BlueCube.” for our families,” Chatterjee says. “We “Entrepreneurship can be very
we formed through Ascend is
MAINTAINING MOMENTUM lonely,” says Ugboajah. “As you’re
unique,” says Ugboajah, “We know
Entrepreneurship is a wild ride, even learning, you’re also trying to
each other’s aspirations and the
without the hurdles of gender inequality. make a living. Building something
barriers we are trying to overcome.
On her tough days, Hubel says she relies from nothing can be isolating.”
We support each other and serve
on helpful advice from a fellow founder. Ugboajah first turned to as resources for one another.”
“The CEO of another startup once told the Metropolitan Economic
me that entrepreneurship is like rock Ugboajah’s positive experience
“Success feeds
Development Association (MEDA),
climbing,” says Hubel. “You have to with Ascend led her to expand
an organization that provides
keep moving, or you’re going to fall.” her network even further.
success. Once female She says that BlueCube’s consistent
business development services,
access to capital, and corporate “I realized I enjoyed being in a
steps forward and the help of her
entrepreneurs get network has helped make the business
and governmental market
support for BIPOC businesses
community with other business
owners, so I joined a cohort of
successful, and it’s this combination of
their foot in the door collaboration and persistence that is
with the potential to scale. At the
recommendation of her MEDA
CEOs in my industry. Without
my experience with Ascend, I
and gain connections, reshaping the entrepreneurial landscape
and making it more inclusive.
counselor, Ugboajah joined a probably wouldn’t have done that.”
they will continue “Attention on this issue will continue,”
says Benner. “It may take some time,
to do well. Female but someday it won’t be so novel for a
founders that do get
female-founded company to go public
or become a unicorn company.” “Entrepreneurship can be
funding eventually tend
The Odele team remains focused on
taking each step forward with purpose. very lonely. As you’re learning,
to outperform their
“We’re proud of the inclusivity of
our brand, how we’re showing up in you’re also trying to make a
male counterparts.”
our communities, and the example
we’re setting for our kids,” says
living. Building something from
— S
A N DY Y U
Holden. “Every experience so far
has led us here. We trust ourselves
nothing can be isolating.”
and our ability to surround ourselves — ROSEMARY UGBOA JAH
with the right people, test, learn,
iterate, and continue to succeed.”
24 U N I V E R S I T Y O F M I N N E S O TA S P R I N G 2 0 21 | C A R L S O N S C H O O L O F M A N A G E M E N T 25You can also read
