How Inequality is Produced in Evaluations
In my first stream of research, I examine how evaluation processes—both formal and informal—produce inequality. My work shows that subtle, often-overlooked features of these processes, such as what information is available to decision makers or how much they must consider outside perceptions, can shape gendered outcomes.
Publications
(Not) Getting What You Deserve: How Misrecognized Evaluators Reproduce Misrecognition in Peer Evaluations
(with T. Botelho, & J. Carter) | American Sociological Review (2025)
• Summary article available here.
The (Re)Production of Inequality in Evaluations: A Unifying Framework Outlining the Drivers of Gender and Racial Differences in Evaluative Outcomes
(with T. Botelho & G. Dobin-Lamont) | Research in Organizational Behavior (2024)
Gender Role Incongruity and Audience-based Gender Bias: The Case of Resource Exchange among Entrepreneurs
Administrative Science Quarterly (2020)
Pursuing Quality: How Search Costs and Uncertainty Magnify Gender-based Double Standards in a Multistage Evaluation Process
(with T. Botelho) | Administrative Science Quarterly (2017)
Pay Formalization Revisited: Considering the Effects of Manager Gender and Discretion on Closing the Gender Wage Gap
Academy of Management Journal (2017)
Under Review and Working Papers
Intraorganizational Networks: Evidence from a Large Organization (with S. Mobasseri & E. Linos, invited revision ASQ)
Reconciling Divergent Views of the Gender Pay Gap (with T. Botelho, invited revision SMJ)
Performance Evaluations in BioPharma (with B. Bond)
What it Takes to Reach the Top: An Analysis of Gender Differences in Status Benefits for Shaping Pay (with T. Botelho)
Works in Progress
Organizational Narratives and the Gender Pay Gap (with K. Weisshaar)
Understanding DEI Rollbacks (with G. Gregorich S. Wang, and N. Bhatia)
Drivers of Gender Differences in Career Pursuit
In my second stream of research, I examine how men and women make different career pursuit decisions when faced with the same opportunities or information. My work shows that common organizational practices—such as issuing DEI statements—can differentially shape men’s and women’s career choices. I gain these insights into supply-side drivers of workplace inequality by developing innovative approaches that capture not only who applies but also who could have applied.
Publications
Gender Differences in Climbing up the Ladder: Why Experience Closes the Ambition Gender Gap
(with K. Wald, K., B. Pike & A. Galinsky) | Psychological Science (2024)
Congruence Between Leadership Gender and Organizational Claims Affects the Gender Composition of the Applicant Pool: Field Experimental Evidence
(with V. Burbano) | Organization Science (2022)
Under Review and Working Papers
Inclusivity and Psychologically (Un)Safe Teams: The Risks of Non-Inclusive Team Members and the Power of Organizational DEI Claims (with M. White & S. Matz, invited revision OS)
Responses to Workplace Misconduct Accusations (with E. Bailey & S. Mobasseri)
Works in Progress
Misrecognition and Demographic Characteristics (with T. Botelho & J. Carter)
Evaluations of Remote Work: Field Experimental Evidence (with D. Brown, RSF Presidential Grant)
The Effect of Diversity Claims Decoupling (with V. Burbano, J. Carter & C. McMahon)