Research articles and reports
Inclusive Leaders
Research Articles and Papers
Authors: Grace Lordan, Kaveh Salehzadeh Nobari
arxiv, published 16 December 2025
Abstract
Classical Manski bounds identify average treatment effects under minimal assumptions but, in finite samples, they rely on latent outcome expectations being bounded by the sample's own extrema or known population bounds, an assumption often violated in firm-level data with heavy-tailed outcomes. We develop a finite-sample, concentration-driven confidence band (concATE) that replaces this requirement with a Dvoretzky-Kiefer-Wolfowitz tail bound, combines it with delta-method variance, and allocates size via a Bonferroni correction.
Authors: Cecily Josten, Grace Lordan
Frontiers in Psychology, published 7 May 2025
Abstract
Collaboration and inclusion are key drivers of successful work outcomes in today’s increasingly diverse workforce. Yet, while organisational inclusion has been widely studied, less is known about what makes an individual inclusive of others at work. We define an inclusive individual as someone who actively includes others in a group, values diversity of thought and background, and fosters group performance and productivity. To address this gap, we develop and validate a new measure: the Individual Inclusiveness Inventory.
Progress Together, sponsored by HSBC, published September 2024
Authors: Nikita, Grace Lordan
Abstract
The VOICE blueprint aims to support individuals, managers, and firms in enabling the retention and progression of colleagues from lower socio-economic backgrounds (SEB) in financial services in the United Kingdom (UK). VOICE was created based on extensive input from colleagues from lower SEB working in financial services across the UK who participated in our qualitative research. The VOICE blueprint identifies the underlying biases that hinder the retention and progression of colleagues from lower SEB with recommended actions, backed with behavioural science research, that managers, individuals, and businesses can take to bring positive change.
It identifies challenges and opportunities and provides recommended actions for five ‘VOICE’ focus areas identified through the study: Voice and Visibility, Open-Mindedness, Inclusion, Chance of Success, and Empowerment.
WIBF, published May 2024
Authors: Teresa Almeida, Grace Lordan
Abstract
The COVID-19 pandemic underscored pre-existing gender inequalities, burdening women with the biggest share of unpaid carework and greater employment losses globally, reversing some of the progress made towards closing the gender employment gap acrossG20 countries.Although labour market recovery since the pandemic has helped reverse some of the disproportionate impacts on women, progress in financial and professional services has historically and continues to be slow. This raises concerns that the pandemic, followed by the start of the cost-of-living crisis in 2022, might have long-lasting implications in advancing gender equality within these industries.
WIBF, published March 2024
Authors: Grace Lordan, Yolanda Blavo Grady
Abstract
This piece delves into the core of what it means to be inclusive, empowering each of us to play a part in creating a workspace where everyone is acknowledged and valued. The report addresses the industry’s demand for a detailed exploration of inclusivity at the individual level, providing deep insights from a comprehensive study that includes a diverse range of professionals. It highlights the transformative impact of inclusivity on personal development and the overall workplace atmosphere.
IZA Institute of Labour Economics, published January 2024
Authors: Cecily Josten, Grace Lordan
Abstract
This study tests whether personality traits are legitimately rewarded in the labour market or whether there are differing rewards across gender that cannot be explained with productivity. We investigate if personality traits affect the likelihood of making it to the top income quintile within an occupation differently by gender using UK Household Longitudinal data. We find that being agreeable hurts men more than women across a majority of occupations, which points at the role of gender norms for wages. Further, female legislators and senior officials who are conscientious, extraverted, neurotic and open are more likely to be among the top earners than men. Other than that, we find small gender differences in personality rewards.
PsyArXiv Preprints, published November 2023
Authors: Jasmine Virhia, Yolanda Blavo and Grace Lordan
Abstract
Organisations’ attempts to improve wellbeing at work are too narrowly focussed and fail to account for the diverse and individualistic ways employees cultivate wellbeing. Moreover, a clear disconnect exists between the amount of money invested into organisational wellbeing initiatives and the ever-increasing levels of ill-being at work. The ‘Beyond Workplace Wellbeing’ Framework therefore brings together findings from a large qualitative study involving 100 semi-structured interviews across financial and professional services in the UK. We propose that employers should not intervene with wellbeing, but should instead focus more on improving psychological safety and reducing ill-being of employees that is directly attributable to their employment. We also highlight the significance of employees being given autonomy in choosing how and when they carry out responsibilities subject to satisfying operations. This autonomy allows employees to create a work structure that enables them to be both productive and enhance their own wellbeing. Findings are timely in response to Covid-19 and the re-organisation of work. They simultaneously highlight the importance of large and diverse samples in qualitative research.
Level 20, published June 2023
Authors: Grace Lordan, Nikita
Abstract
Over 60 women working in mid-level investment roles across Europe were interviewed or participated in focus groups, sharing their experiences and contributing to the development and review of this framework and proposed solutions. The ACCELERATE framework also provides instructions on how to evaluate the progress of each action taken. An evaluative approach not only demonstrates the progress of the actions, but also prevents investment in ineffective interventions. Thus, firms can focus on practical strategies and quicken the pace of change for women in PE.
WIBF, published June 2023
Author: Grace Lordan
Abstract
The GOOD FINANCE 'How to' Manual has two main aims. The first is to provide clear instructions on how firms and their individual leaders can operationalise the GOOD FINANCE framework. The second is to provide clear instructions on how firms and their individual leaders can measure progress for each element of the GOOD FINANCE framework.
IZA Institute of Labour Economics, published May 2023
Authors: Grace Lordan, Warn N. Lekfuangfu
Abstract
Occupational segregation is one of the major causes of the gender pay gap. We probe the possibility that individual beliefs regarding gender stereotypes established in childhood contribute to gendered sorting. Using an experiment with two vignette designs, which was carried out in schools in the UK, we consider whether students aged 15-16 years recommend that a fictitious peer pursue different college majors and career paths simply because of their gender. We find strong evidence that this is the case. The within-majors treatment design shows that our respondents are 11 percentage points more likely to recommend corporate law to a male peer. The across-majors design reveals that students presented with a male fictitious peer tend to recommend degrees that have lower shares of females to males.
Frontiers in Psychology, published January 2023
Authors: Odessa Hamilton, Grace Lordan
Abstract
The role of luck in success has a relatively minor, albeit consistent history in academic discourse, with a striking lack of literature engaging with notions of luck within occupational environments. Elucidating why people attribute their own success to luck over ability has predominated in the literature, with interpersonal attributions receiving less attention. Here, we centre on systematically summarising the evidence on interpersonal attributions of success as a function of ability or luck, with a particular focus on whether these differs by gender and race. The perception of the success of others from different sociodemographic groups, and how it is attributed, is a crucial leverage point for inclusion and diversity. Particularly as women and ethnic groups continue to be systematically disadvantaged in the workforce. Ignoring the role of luck conceals and augments privilege, even if not deliberately or consciously invoked.
CEP discussion paper, published April 2022
Authors: Jonathan Gruber, Grace Lordan, Stephen Pilling, Carol Propper and Rob Saunders
Abstract
Individuals with common mental disorders (CMDs) such as depression and anxiety frequently have co-occurring long-term physical health conditions (LTCs) and this co-occurrence is associated with higher hospital utilisation. The writers examined the impact of psychological treatment delivered under the nationwide Improving Access to Psychological Therapies (IAPT) programme in England on hospital utilisation 12-months after the end of IAPT treatment.
WIBF, published October 2021
Authors: Erika Brodnock, Dr Grace Lordan, Mastercard and The 30% Club
Abstract
The TRANSPARENT framework is the UK’s first cross-sector framework designed to remove the barriers blocking the progression of talented Black professional women in finance, professional services and big technology.
Published September 2021
Authors: Dr Grace Lordan, Professor Lutfey Siddiqi
Abstract
This framework includes insights from Singapore and truly brings the work of The Inclusion Initiative into a global light. Moreover, the topics discussed within this paper connect cross-continental approaches and ideas surrounding inclusion and presents practical guidance to corporations across the globe.
WIBF, The Wisdom Council, published June 2021
Authors: Dr Grace Lordan
Abstract
To understand the headwinds and tailwinds that women experience when working in financial and professional services, the study undertook a listening tour speaking with 44 women at various stages in their career.
The objective of this study is to use this information to create a framework comprised of actions that a company can take to ensure that they retain and develop their most talented employees, including women.