Michelle Duguid's guest appearances

Michelle Duguid

Women and Public Policy Program Seminar Series

Present Value Podcast

Robert Frank

Alberto Alesina

Jennifer Lawless

Louis Hyman

T. Colin Campbell

Andrew Karolyi

Michael Waldman

Robert Jensen

Barry Strauss

Valerie Hudson

Mary Brinton

Iris Bohnet

Jessica Clarke

Trina Jones

Soledad Prillaman

OwlTail

In this episode, Michelle Duguid discusses the effects of diversity on group performance, its relationship to status, power, and influence, and the importance of sponsorship and allyship within organizations. Newly appointed Dean of Diversity, Inclusion, and Belonging for the College of Business, Duguid also reflects on what those three words really mean and how they inform her vision for change. Michelle Duguid is the Associate Dean of Diversity, Inclusion, and Belonging and an Associate Professor of Management and Organizations at the Samuel Curtis Johnson Graduate School of Management at Cornell University. Dean Duguid received her MS and PhD in organizational behavior from Cornell and her primary area of research investigates the interplay of social status, power, politics, influence, and diversity in organizations.  She also does research which examines individual and group processes that affect creativity and decision-making. Dean Duguid serves on the editorial board of several publications and her work has been published in numerous academic journals. Her research has also been cited in media outlets such as Forbes, the New Yorker, NPR, the New York Times, and the Economist.Links from the Episode at presentvaluepodcast.comFaculty Profile: Michelle Duguid LinkedIn: Michelle Duguid (LinkedIn)

In this episode, Michelle Duguid discusses the effects of diversity on group performance, its relationship to status, power, and influence, and the importance of sponsorship and allyship within organizations. Newly appointed Dean of Diversity, Inclusion, and Belonging for the College of Business, Duguid also reflects on what those three words really mean and how they inform her vision for change. Michelle Duguid is the Associate Dean of Diversity, Inclusion, and Belonging and an Associate Professor of Management and Organizations at the Samuel Curtis Johnson Graduate School of Management at Cornell University. Dean Duguid received her MS and PhD in organizational behavior from Cornell and her primary area of research investigates the interplay of social status, power, politics, influence, and diversity in organizations.  She also does research which examines individual and group processes that affect creativity and decision-making. Dean Duguid serves on the editorial board of several publications and her work has been published in numerous academic journals. Her research has also been cited in media outlets such as Forbes, the New Yorker, NPR, the New York Times, and the Economist.Links from the Episode at <a href="https://www.presentvaluepodcast.com/" rel="nofollow" target="_blank">presentvaluepodcast.com</a> Faculty Profile: <a href="https://www.johnson.cornell.edu/faculty-research/faculty/mmd49/%20" rel="nofollow" target="_blank">Michelle Duguid</a>  LinkedIn: <a href="https://www.linkedin.com/in/michelle-duguid-0ba614164/%20" rel="nofollow" target="_blank">Michelle Duguid (LinkedIn)</a>

Beyond the Buzz

There is an assumption that placing women in organizations’ high-status groups will be instrumental in the further diversification of their group. However, research has demonstrated that women, who are often sole representatives of their gender in high-status groups (solos), do not support female candidates trying to gain membership. As a result, management may look to female incumbents who have voluntarily helped other women in the past, although these female solos may actually feel licensed to give up the opportunity to select female candidates. In this seminar, Michelle Duguid examines experimental studies demonstrating that value threat underlies female solos’ decisions in the selection of a female candidate. For example, in situations where women experience less value threat, such as when they are majority group members or when they feel valued by their group members, they are more likely to favor a female candidate.  Michelle Duguid, Associate Professor of Organizational Behavior, Olin Business School, Washington University in St. Louis

There is an assumption that placing women in organizations’ high-status groups will be instrumental in the further diversification of their group. However, research has demonstrated that women, who are often sole representatives of their gender in high-status groups (solos), do not support female candidates trying to gain membership. As a result, management may look to female incumbents who have voluntarily helped other women in the past, although these female solos may actually feel licensed to give up the opportunity to select female candidates. In this seminar, Michelle Duguid examines experimental studies demonstrating that value threat underlies female solos’ decisions in the selection of a female candidate. For example, in situations where women experience less value threat, such as when they are majority group members or when they feel valued by their group members, they are more likely to favor a female candidate. Michelle Duguid, Associate Professor of Organizational Behavior, Olin Business School, Washington University in St. Louis

Consequences of Value Threat: The Influence of Helping Women on Female Solos’ Preference for Female Candidates with Michelle Duguid