Elisabeth Kelan

Last updated
Elisabeth Kelan
EK @ Deauville (10-08) - Women's Forum.jpg
Born
West Germany
Citizenship Germany
British
Alma mater London School of Economics and Political Science (LSE) (MSc) (PhD)
Known for Gender Fatigue
Scientific career
Fields Management
Sociology
Gender Studies
Institutions
Website elisabethkelan.com

Elisabeth Kelan is a German-British academic, executive, researcher and writer and a leading scholar on gender, generations and leadership in organizations. [1] She coined the term gender fatigue [2] [3] which refers to organisations difficulties to combat gender discrimination despite recognising its existence. [4] Kelan has presented her research at various international institutions and collaborated with numerous organisations.

Contents

She is a professor of leadership and organisation at Essex Business School and director of the International Centre for Women Leaders at Cranfield School of Management. She writes for Routledge, at the journal Gender, Work and Organization and the British Journal of Management. In 2017, she was voted one of the Most Influential Thinkers by Human Resources Magazine in 2017.

Early life and education

Kelan was born in West Germany and earned earned a masters and a PhD from the London School of Economics and Political Science (LSE).

Career

Kelan has worked as an Associate Professor in the Department of Management at King's College London, Senior Research Fellow in the Centre for Women in Business at London Business School, and at the Gender Institute of the London School of Economics.

In 2012, she was a Visiting Professor at Georgetown University. In 2017, she was the board of the Women's Empowerment Principles initiative of UN Women and the UN Global Compact [5] and also the Dahlem International Network Professor for Gender Studies 2017–18 at Freie Universität Berlin. [6]

Kelan is a professor of Leadership and Organisation at Essex Business School and Director of the Cranfield International Centre for Women Leaders at Cranfield School of Management. She holds editorial roles for Routledge, at the journal Gender, Work and Organization and the British Journal of Management

Since 2015, she has also taught regularly at the United Nations System Staff College worldwide.

Research

Kelan is considered a leading thinker, researcher and academic on leadership practice, [7] on women, and on gender. [8] [9]

She has conducted research on gender in high-tech professions and in MBA education, generational changes and what Generation Y/Millennials want from work, [10] identity in organizations and organizational culture, subtle effects of stereotypes and inequality, [11] leadership development, gender and generational diversity, and organizational policy and corporate responsibility. [12]

For her British Academy fellowship, analyzed the role of management as change agents. [13] showed that middle managers are key to improving inclusion, [14] but that diversity and representation in top management is necessary to provide the impetus for middle management actions. [15] [16]

Work

Kelan has presented her research at various international institutions including the United Nations in 2007, 2009, [17] and 2010, the European Central Bank in Frankfurt, [18] the Organization for Security and Co-operation in Europe (OSCE) in 2011 and 2012; and the Council of Europe and CERN in 2013. She has collaborated with numerous organisations including Google, General Electric, Airbus, PwC, and KPMG,

She has featured on TED and in Cosmopolitan magazine. [19] [20] Notoriously, in June 2008, she organised the “Humanising Work” symposium with Judy Wajcman, then visiting professor at the Lehman Brothers Centre for Women in Business at London Business School. The groundbreaking seminar attempted to expose business academics and practitioners to current research and knowledge in the social sciences and saw two talks by (Lord) Anthony Giddens and Richard Sennett. Stefan Stern from the Financial Times likened this event to an academic version of the Rumble in the Jungle and referred to it as the "Dialectic in the Park" – a reference to London Business School's Regent's Park campus. He authored several articles on the topic of "What sociologists can teach managers" discussing his impression that sociologists could help you run your company better than management gurus. [21]

Views

Kelan has welcomed the use of artificial intelligence to improve diversity in the workplace but warned that it would be naïve to presume that AI will do away with unconscious biases. [22] She is known for having coined the term gender fatigue [2] [3] to denote that whilst gender discrimination evidently continues to exist in organizations, people struggle to deny its existence in their attempt to construct their workplaces as gender neutral. [4]

Honours

Kelan was a British Academy Fellow for 2014 and 2015. She received the Leadership Award for the Most Influential Leadership Research in 2016 and was voted one of the Most Influential Thinkers by Human Resources Magazine in 2017. [8]

Select bibliography

Books

Articles

References

  1. ↑ Clarke, Charlotte (2011-06-14). "Financial Times Profile: Elisabeth Kelan". Financial Times. Retrieved 2011-10-01.
  2. 1 2 Merriman, Jane (2010-03-09). "Younger Women Face "Gender Fatigue," Subtle Bias". ABC News. Retrieved 2010-03-12.
  3. 1 2 Bourke, Juliet (2011-12-01). "Gender fatigue: The ideological dilemma of gender neutrality and discrimination in organisation". Deloitte Global Research. Archived from the original on 2014-05-03. Retrieved 2011-12-01.
  4. 1 2 Merriman, Jane (2009-11-02). "After gender bias, women face gender fatigue". Reuters. Retrieved 2011-10-01.
  5. ↑ Meißner, Juliane (2017-12-10). "Es geht nicht nur darum, die Beste zu sein". Berliner Zeitung. Retrieved 2017-12-10.
  6. ↑ "Prof. Dr. Elisabeth Kelan: Men, Gender Equality and Organizational Change". www.fu-berlin.de (in German). 2017-10-20. Retrieved 2017-11-13.
  7. ↑ Crainer, Stuart (2008-01-23). "Business benefits from a more disciplined approach". TimesOnline. Archived from the original on 2008-07-26. Retrieved 2008-10-11.
  8. 1 2 "2017 Results | HR Most Influential". www.hrmagazine.co.uk. Archived from the original on 2017-10-25. Retrieved 2017-11-13.
  9. ↑ Roberts, Pia (2017-09-01). "12 people millennials should follow on Twitter". FlexJobs. Retrieved 2017-09-01.
  10. ↑ Maitland, Alison (2010-12-03). "Just trying to be one of the boys". Financial Times. Retrieved 2011-10-01.
  11. ↑ Fuhrmans, Vanessa (2017-10-10). "The Hidden Battle of the Sexes at Work". Wall Street Journal. Retrieved 2017-10-10.
  12. ↑ Blevins, Peta (2010-04-23). "KCL Research Profiles". King's College London. Retrieved 2011-07-01.
  13. ↑ Massingham, Hannah (2015-11-24). "Linchpin – Men, Middle Managers and Gender Inclusive Leadership". Deloitte. Retrieved 2015-12-10.
  14. ↑ Burt, Emily (2017-11-07). "Middle managers are key to improving inclusion". People Management Magazine Online. Retrieved 2017-11-11.
  15. ↑ Court, Robert (2016-09-29). "All-male panels face backlash". Financial Times. Retrieved 2016-09-29.
  16. ↑ Thomas, Kim (2016-05-19). "Diversity at the top: changing the upper tiers of the public finance profession". Public Finance. Retrieved 2017-07-29.
  17. ↑ Wynhoven, Ursula (2009-03-05). "Advancing Women in the Global Marketplace". United Nations Global Compact. UN Headquarters. Archived from the original on 2010-02-17. Retrieved 2009-03-22.
  18. ↑ Williams, Marie Clair (2008-11-12). "From 50:30:10 to 50:50:50". EuropeanPWN. Retrieved 2008-11-14.
  19. ↑ Bruning, Sarah (2013-03-22). "The Modern Work Etiquette Guide" (PDF). Cosmopolitan (US). Retrieved 2015-05-23.
  20. ↑ Nomen, Nescio (2015-09-01). "The Field Guide to Working With Men". Cosmopolitan (UK). Retrieved 2015-09-01.
  21. ↑ Stern, Stefan (2008-06-20). "What sociologists can teach managers". Management Blog. FT.com. Retrieved 2008-10-11.
  22. ↑ Muller-Heyndyk, Rachel (2017-12-06). "Quarter would consider AI to tackle unconscious bias". HR Magazine. Retrieved 2017-12-06.
This page is based on this Wikipedia article
Text is available under the CC BY-SA 4.0 license; additional terms may apply.
Images, videos and audio are available under their respective licenses.