• Dr. Amelia M. Stillwell

    Assistant Professor of Management

    University of Utah

    David Eccles School of Business

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    Researcher ▪︎ Writer ▪︎ Teacher

    Amelia Stillwell is an Assistant Professor of Management at the David Eccles School of Business, University of Utah. Her research examines how group identities influence role expectations, person-perception, political behavior, and workplace relationships; other projects focus on transparent and ethical research practices. Her dissertation explores how gender roles affect interracial contact norms, finding that White women experience gender backlash for engaging in intimate interracial relationships. As a result, White Americans express greater opposition to interracial couples involving White women than White men across more than 20 years of representative U.S. public opinion data (Journal of Personality & Social Psychology, 2021).

    Amelia received her Ph.D. in Organizational Behavior at Stanford Graduate School of Business in 2020. She received her BA magna cum laude in Psychology from Haverford College in 2012. She has previously worked at the University of Maryland, College Park as Manager of Dr. Michele Gelfand's Multi-University Research Initiative (MURI) Lab.

  • Academic Background

     

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    Employment

    Assistant Professor of Management

    University of Utah, David Eccles School of Business

    2020 – Present

    Courses:

    BCOR3030 Business Fundamentals – Management

    MGT1030 Responsibilities of Business Leaders

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    Education

    Ph.D. in Organizational Behavior

    Stanford University Graduate School of Business

    2020

    Dissertation Title:

    Gendered Norms for Intergroup Contact:

    Social Penalties for White Women in Interracial Relationships

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    B.A. Magna Cum Laude in Psychology and Gender Studies

    Haverford College

    2012

    Thesis Title:

    Social Categorization and Intergroup Bias in Affective Facial Memory

  • Research

    My research focuses on the norms and stereotypes that maintain workplace inequalities, and how people successfully overcome these barriers to create a healthy workplace environment. Specifically, I examine how people form working relationships across identity differences, identity differences in backlash towards female leaders, stereotyping in high-conflict cultures, and intergroup bias in facial memory. This research investigates multiple identities simultaneously, reflecting the nuanced and interactive nature of identity in modern organizations. My newer work also considers how methodological transparency and reproducibility can support public trust in business research.

  • Publications

    select peer-reviewed articles

    Tenney, E., Rochford, K., Stillwell, A., Liu, C.*, Tannenbaum, D., Henneke, M., Stefanucci,J.; Blair, A., Graham, J., Bonner, B. (conditional acceptance) Registered Report: A Replication Examining Occupational Experience and Performance on the Water Level Task. Psychological Science.

    Wiseman*,J., Stillwell, A., Rochford, K. (conditional acceptance) Intersectional Relational Identity: Co-Creating Work Relationships Across Differences. Organizational Psychology Review.

    Xiao, V. L., Lowery, B. S., & Stillwell, A. (2023). Gender backlash and the moderating role of shared racial group membership. Personality and Social Psychology Bulletin, 49(4), 554-570. https://doi.org/10.1177/01461672221074543

    *Wiseman, J., & Stillwell, A. (2022). Organizational justice: Typology, antecedents and consequences. Encyclopedia of Social Sciences, 2(3), 1287-1295. https://doi.org/10.3390/encyclopedia2030086

    Stillwell, A. & Lowery, B. (2021). Gendered racial boundary maintenance: Social penalties for White women in interracial relationships. Journal of Personality and Social Psychology, 121(3), 548–572. https://doi.org/10.1037/pspi0000332

    Durante, F., Fiske, S. T., Gelfand, M., Crippa, F., Suttora, C., & Stillwell, A. … (2017). Ambivalent stereotypes link to peace, conflict, and inequality across 38 nations. Proceedings of the National Academy of Sciences, 114(4), 669-674.

    https://doi.org/10.1073/pnas.1611874114

    Note. *denotes current or former supervised student

  • Media & Awards

    Read about Dr. Stillwell's work in the news

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    Dr. Stillwell wins three 2025 DESB Awards, two current students also recognized

    Marvin J. Ashton Teaching Award

    Doctoral Faculty Teaching Excellence Award

    Empathetic Global Citizenship Award

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    Dr. Stillwell on the Eccles Business Buzz

    A conversation about the value of a psychologically safe workplace, Dr. Stillwell's new research on employee racial mistreatment, and strategies for creating a safe and inclusive work environment.

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    When women break gender norms, the most negative reactions may come from people of the same race.

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    White women face greater social costs than White men for dating outside their racial group

  • Speaking Engagements

    Dr. Stillwell offers education and coaching in negotiations, power, group dynamics, and teamwork. Non-profits and organizations serving women and underrepresented groups receive a discounted rate based on ability to pay.

    Please contact for more information.

  • Organizational Partnership Opportunities

    Unlock the power of data and state-of-the-art management practice

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    Get Employee Insights

    With access to existing employee data, or novel data collection, we generate new insights and advise on best practices for implementation.

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    Contribute to Science

    Participation is free. Our research is sponsored and approved by the University of Utah. We always maintain partner confidentiality.

  • LET'S CHAT

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