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Getting Beyond Bias in Hiring and Graduate Admissions

Shelly Correll
Director, Stanford VMware Women’s Leadership Innovation Lab; Barbara D. Finberg Director, Clayman Institute for Gender Research; Professor, Department of Sociology, Stanford University; Professor, by courtesy, Stanford Graduate School of Business
Date and Time: 
Monday, October 22, 2018 - 15:30
Location: 

Department of Anthropology
Main Quad - Building 50
Room 51A (Colloquium Room)

Abstract: 

I will begin the session with a brief overview of the research on the way that stereotypes about gender, race and other categories introduce unintended biases into our evaluations of people and what the consequences are for our hiring, promotion and admission decisions. I will then present research-based strategies to move beyond bias drawing primarily on research conducted in the corporate sector and in university settings. Participants will be invited to share their own strategies.

Bio: 

Shelley J. Correll is professor of sociology and organizational behavior at Stanford University, where she directs the Stanford VMware Women’s Leadership Innovation Lab and the Clayman Institute for Gender Research. Her expertise is in the areas of gender, workplace dynamics and organizational culture. An award-winning scholar, Correll is committed to uncovering and removing the biases and barriers that limit women’s full participation in society. She has received numerous national awards for her research on the “motherhood penalty,” research that demonstrates how motherhood influences the workplace evaluations, pay and job opportunities of mothers. Her current research uncovers how gender stereotypes and organizational practices limit the advancement and retention of women in technical jobs. Correll has published more than 30 articles on these topics. Correll’s research has received numerous awards, including the 2008 Distinguished Article Award, Sex and Gender section, from the American Sociological Association, the 2009 Rosabeth Moss Kanter Award for Excellence in Work Family Research and in 2018, recognition for Extraordinary Contribution to Work Family Research. With her colleagues, Correll is currently designing and evaluating “small wins” interventions to increase diversity and inclusion outcomes in modern workplaces. Her research has been profiled in The New York Times, The Atlantic, the Wall Street Journal, the Harvard Business Review, and other leading publications.

Correll is an award-winning teacher and mentor. In 2016, she was awarded the SWS Feminist Lecturer Award and in 2017, the SWS Feminist Mentor Award, both from Sociologists for Women in Society, Correll has conducted executive seminars and management development programs internationally. She frequently teaches in Executive Education at the Stanford Graduate School of Business, including in the first LGBTQ executive education program offered by a top business school. She is Co-Director of the Program for Women Leaders in Major League Baseball at the Stanford Graduate School of Business. In addition to her teaching and research activities, Correll has been an active change agent in academia, having earned the Alice H. Cook and Constance E Cook Award, Cornell University in 2008, for work to improve the climate for women at Cornell and elsewhere and more recently, through her work as Clayman Institute Director.