This research examines name-based discrimination in hiring by analyzing resume studies comparing majority and minoritized names. The findings show that perceived warmth and competence strongly influence callback rates, revealing how stereotypes shape employment opportunities. The work highlights the psychological burden of identity concealment and proposes fairer, more transparent hiring practices.

This research examines gender bias in leadership recognition. Despite evidence that women exhibit effective transformational leadership, male employees often undervalue female leaders. This bias affects promotion decisions, reinforcing the glass ceiling. The study highlights the need to address perception gaps to achieve genuine gender equality in senior leadership roles.

This research examines how keeping secrets in romantic relationships harms well-being. It introduces “fear of discovery,” the anxiety that secrets will be revealed unintentionally. Findings show this fear increases obsessive thinking and reduces relationship and life satisfaction, offering new insight into why secrecy negatively affects mental health.

This research examines resistance to trans inclusion in sports by testing assumptions about fairness. A survey experiment shows that people with negative attitudes become more supportive when fairness concerns are explicitly addressed in low-threat sports. The findings suggest opposition is not uniform and that challenging underlying assumptions can meaningfully increase support for inclusion.