Research

Research

I investigate factors that limit women and ethnic minorities in competitive and masculine domains, contribute to disparities in achievement and representation, and promote gender and racial inequality. I am particularly interested in invisible factors that pose barriers to success for these groups, such as stereotypes and subtle forms of prejudice. Further, I apply an intersectional framework to my work in order to study the impact of race, class, and gender as interwoven identities that influence opportunities for women and minorities.


171005134743-fighting-everyday-sexism-1280x720.jpg

How do situational and individual factors influence women's achievement after exposure to sexism?

In this line of research, I examine how and why subtle sexism is more undermining than overt sexism for women in an achievement context. Furthermore, I study how these situational factors (overt vs. subtle cues of sexism) interact with individual differences, such as gender identification and gender-based rejection sensitivity, to predict how women perceive and respond to instances of sexism. For a recent poster presentation, click here


clintontrump.jpeg

What role did sexism and gender stereotypes play in the 2016 Presidential Election?

This project utilizes data collected during the course of the campaigns to determine the extent to which sexism and gender stereotyping shaped voter's perceptions and favorability of Clinton, as well as Trump, in the 2016 Presidential Election. I conduct this line of research in collaboration with Dr. Virginia Valian (Hunter College and CUNY Graduate Center) and Noelle Malvar (CUNY Graduate Center). For a recent poster presentation, click here


intersectionality.jpg

How do people perceive and evaluate leaders differently based on their race and gender?

In a grant funded by the CUNY Graduate Center (Doctoral Student's Research Grant), I am examining how people evaluate leaders as a function of their race and gender as an intersection. Drawing from intersectional invisibility theory, I examine how typical minority group members (White and Asian women, Black men) may elicit more prejudice in the context of leadership as compared non-typical minority group members (Asian men, Black women).