In our lab, we examine the challenges that come with managing diversity, both from institutional perspectives and from the perspective of people with negatively stereotyped identities.

Management of Diverse Organizations and Diversity Efforts


In one line of research, we examine how efforts to promote diversity and equality can at times backfire, resulting in greater stigmatization and prejudice expression toward underrepresented groups. For example, we have examined how (1) the presence of diversity statements and awards leads high status group members to be less likely to identify unfair outcomes as prejudiced and (2) how strategies meant to promote fairness, like increasing the diversity of hiring committees, can lead high status group members to express more prejudice towards minority applicants. 

Addressing the Consequences of Negative Stereotypes


In a second line of work we explore how people manage having a stigmatized identity. In particular, we are interested in the nuances surrounding when individuals are more or less likely to experience performance decrements because of their membership to a negatively stereotyped group (e.g., When do negative stereotypes about women's math abilities lead to underperformance on math-related tasks?). In collaboration with others, we are developing and testing intervention strategies that individuals with negatively stereotyped or concealable identities can use to promote positive interpersonal and performance outcomes.