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 shows that political polarization in the workplace reduces employee voice. Workers who feel politically misaligned—or mistreated due to their views—are more likely to stay silent, harming innovation and performance. Even small pockets of political fit can encourage speaking up and improve workplace outcomes.

This research tested a simple productivity strategy: starting each day by choosing the three most impactful tasks. In a biotech workplace trial, the “Top Three” method increased task value by 9%, reduced task-switching, and improved employees’ sense of control and accomplishment. Most participants continued using the strategy after the study ended.