Relevant Degree Programs
- Analzying the impact of diversity policies on gender and race workplace diversity
- Case studies of employment discrimination and human rights complaints
Complete these steps before you reach out to a faculty member!
- Familiarize yourself with program requirements. You want to learn as much as possible from the information available to you before you reach out to a faculty member. Be sure to visit the graduate degree program listing and program-specific websites.
- Check whether the program requires you to seek commitment from a supervisor prior to submitting an application. For some programs this is an essential step while others match successful applicants with faculty members within the first year of study. This is either indicated in the program profile under "Admission Information & Requirements" - "Prepare Application" - "Supervision" or on the program website.
- Identify specific faculty members who are conducting research in your specific area of interest.
- Establish that your research interests align with the faculty member’s research interests.
- Read up on the faculty members in the program and the research being conducted in the department.
- Familiarize yourself with their work, read their recent publications and past theses/dissertations that they supervised. Be certain that their research is indeed what you are hoping to study.
- Compose an error-free and grammatically correct email addressed to your specifically targeted faculty member, and remember to use their correct titles.
- Do not send non-specific, mass emails to everyone in the department hoping for a match.
- Address the faculty members by name. Your contact should be genuine rather than generic.
- Include a brief outline of your academic background, why you are interested in working with the faculty member, and what experience you could bring to the department. The supervision enquiry form guides you with targeted questions. Ensure to craft compelling answers to these questions.
- Highlight your achievements and why you are a top student. Faculty members receive dozens of requests from prospective students and you may have less than 30 seconds to pique someone’s interest.
- Demonstrate that you are familiar with their research:
- Convey the specific ways you are a good fit for the program.
- Convey the specific ways the program/lab/faculty member is a good fit for the research you are interested in/already conducting.
- Be enthusiastic, but don’t overdo it.
G+PS regularly provides virtual sessions that focus on admission requirements and procedures and tips how to improve your application.
Graduate Student Supervision
Doctoral Student Supervision (Jan 2008 - Nov 2020)
After the 2008 global financial collapse, scholars and industry leaders alike hypothesized that had the Lehman Brothers instead been the Lehman Sisters, the crash might have been avoided. The “Lehman Sisters’ Hypothesis” suggests that employing more women in the sex-segregated finance sector would not only promote gender equity, but could reduce the number of reckless risks taken, resulting in more stable economic markets. At the heart of this hypothesis is a belief that women handle risk differently than men, often stemming from essentialist understandings of gendered “differences”. However, other research suggests that rather than innate differences, decision-making is improved when groups are made up of people form diverse backgrounds with unique perspectives that lead to enhanced knowledge elaboration.In this mixed-methods dissertation, I use the Lehman Sisters’ hypothesis as a point of entry to explore the effect of sex and racial compositional diversity on risk outcomes. For the quantitative portion, I draw on 10 years of sex and race occupational composition data from 245 finance firms and their subsidiary establishments in the United States to evaluate the effect of gender and race diversity on a firm’s financial violations. In a series of negative binomial regression models, I find that higher levels of racial and gender diversity can reduce financial violations in firms, but I also find that diversity effects depend on occupation. I hypothesize that different occupations offer different levels of insulation from cultural pressures that normalize reckless risk-taking.For the qualitative component, I interviewed 62 financial professionals to glean insight into the cultural context of finance firms to better understand how policy reforms have affected women’s workplace experiences. I find that 20 years on from near industry-wide gender-equity policy reform, women in finance continue to face discrimination and harassment, yet are reluctant to use the gender equity policy that is in place. Finance firms still have gendered organizational cultures which tacitly (and sometimes explicitly) penalize women who do not conform to gendered expectations. I make a series of policy recommendations that can be used by financial firms to better catalyze diversity initiatives.