Engendering Success in STEM

ESS Publications

  • Aday, A., & Schmader, T. (2019). Seeking authenticity in diverse contexts: How identities and environments constrain “free” choice. Personality and Social Psychology Compass. DOI:10.1111/spc3.12450 
  • Bennett, E.H., Bergsieker, H.B., Coe, I.R., Koch-Kraft, A., Langelier, E., Morrison, S., Nikoleyczik, K., Schmader, T., Trivailo, O., Twine, S., & Decker, J.E. (2020). Enacting workplace cultural change for excellence in research: A gender lens. Facets, 5, 228-233. https://doi.org/10.1139/facets-2019-0026 
  • Bergsieker, H. B., Wilmot, M. O., *Cyr, E. N., & Grey, C. B. (2020). A threat in the network: STEM women in less powerful network positions avoid integrating stereotypically feminine peers. Group Processes & Intergroup Relations. doi: 10.1177/1368430219888274 
  • Block, K., Croft, A., De Souza, L., & Schmader, T. (2019). Do people care if men don’t care? The asymmetry in support for changing gender roles. Journal of Experimental Social Psychology, 83, 112-131. Doi.org/10.1111/spc3.12450
  • Block, K., Schmader, T., Hall, W., Inness, M., & Croft, E. (2018). Should I stay or should I go now: Women’s implicit stereotypic associations predict their commitment and fit in STEM. Social Psychology, 49, 243-251. doi.org/10.1027/1864-9335/a000343
  • Gruber, J., Mendle, J., Lindquist, K.A., Schmader, T.… Williams, L.A. (2020). The future of women in psychological science. Perspectives in Psychological Science 1-34. doi:10.1177/1745691620952789 
  • Gonzalez, A., Steele, J., Baron, A.S. (in press). Malleability of implicit race bias across development. Developmental Psychology.
  • Hall, W. M., Schmader, T., Aday, A., and Croft, E. (2019). Decoding the dynamics of social identity threat in the workplace: A within-person analysis of women’s and men’s interactions in STEM. Social Psychological and Personality Science, 10, 542-552. doi/10.1177/1948550618772582
  • Hall, W., Schmader, T., Aday, A., Inness, M., & Croft, E. (2018). Climate control: Cultural predictors of social identity threat for women in engineering. Journal of Personality and Social Psychology, 115, 446-467.
  • He, J.C., & Kang, S.K. (in press). Covering in cover letters: Gender and self-presentation in job applications. Academy of Management Journal.
  • Kang, S.K., & Kaplan, S. (2019).  Working toward gender diversity and inclusion in medicine: Myths and solutions. The Lancet, 393, 579-586.
  • Radke, H. R. M., Kutlaca, M., Siem, B., Wright, S. C. & Becker, J. C. (2020). Beyond Allyship: Motivations for advantaged group allies to engage in collective action behaviors, Personality and Social Psychology Review. https://doi.org/10.1177/1088868320918698
  • Régner, I., Thinus-Blanc, C., Netter, A., Schmader, T., & Huguet, P. (2019). Implicit bias predicts promoting fewer women in science when evaluators deny discrimination. Nature Human Behavior, 3, 1171-1179. DOI.org/10.1038/s41562-019-0686-32019
  • Rhodes, M., & Baron, A.S. (2020). The development of social categorization. Annual Review of Developmental Psychology.
  • Schmader, T. & Sedikides, C. (2018). State authenticity as fit to environment: The implications of social identity for fit, authenticity, and self-segregation. Personality and Social Psychology Review, 22(3), 228–259. https://doi.org/10.1177/1088868317734080