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, Whites 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 the lab manager of Dr. Michele Gelfand's Multi-University Research Initiative (MURI) Culture Lab.
Academic Background
Employment
Assistant Professor of Management
University of Utah, David Eccles School of Business
2020 – Present
Courses:
BCOR Business Fundamentals – Management
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
B.A. Magna Cum Laude in Psychology and Gender Studies
Haverford College
2012
Thesis Title:
Social Categorization and Intergroup Bias in Affective Facial Memory
Media Coverage
Read about Dr. Stillwell's work in the news
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.
Listen on Spotify, Apple Podcasts, and Red Circle
When women break gender norms, the most negative reactions may come from people of the same race.
White women face greater social costs than White men for dating outside their racial group
Organizational Partnership Opportunities
Unlock the power of data and state-of-the-art management practice
Get Employee Insights
With access to existing employee data, or novel data collection, we generate new insights and advise on best practices for implementation.
Contribute to Science
We ask for access to existing employee data, or assistance with novel data collection, to summarize for anonymous publication in peer-reviewed scientific journals.
Participation is Free
Our research is sponsored and approved by the University of Utah. We always maintain partner confidentiality.
LET'S CHAT
