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KATHERINE W. PHILLIPS (Formerly Katherine Y. Williams)

Curriculum Vitae

Address: Phone/Email:

Columbia Business School 212-854-5621 (Office)

Columbia University 212-854-3778 (Fax)

3022 Broadway, Uris Hall 773 805-3902 (Cell)

New York, NY 10027 kwphillips@columbia.edu

EMPLOYMENT HISTORY:

July 2011- Columbia University, Columbia Business School

New York, NY

Paul Calello Professor of Leadership and Ethics

Senior Vice Dean of Columbia Business School (July 2014 – June 2017)

Aug 2010 –June 2011 Stanford University, Graduate School of Business

Stanford, CA

Visiting Associate Professor of Organizational Behavior and Visiting Scholar at

the Center for Advanced Studies in Behavioral Sciences

July 2006 –June 2011 Northwestern University, Kellogg School of Management

Evanston, IL

Associate Professor (with tenure) of Management and Organizations

Co-Director of the Center on the Science of Diversity (Jan 2008 – June 2011)

July 1999 –June 2006 Northwestern University, Kellogg School of Management

Evanston, IL

Assistant Professor of Management and Organizations

EDUCATION:

1995 - 1999 Stanford University, Graduate School of Business Stanford, CA

Ph.D. in Business, Organizational Behavior, June, 1999

1994 - 1995 Northwestern University, Kellogg School of Management Evanston, IL

Enrolled in Ph.D. Program, Organizational Behavior

1990-1994 University of Illinois at Urbana-Champaign Urbana, IL

B.S. in Psychology, June 1994

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RESEARCH and TEACHING FOCUS:

Diversity in organizations; Group process and performance; Social categorization; Minority

influence; Information sharing; Status distance; Identity; Boundary management

PUBLICATIONS:

Carter, A., & Phillips, K. W. (2017). The double-edged sword of diversity: Toward a dual pathway

model. Social and Personality Psychology Compass.

Swaab, R., Phillips, K. W., & Schaerer, M. (2016). Minority influence in virtual teams: The impact

of secret conversation opportunities on majority power, information processing, and decision quality.

Organizational Behavior and Human Decision Processes, 133, 17-32.

Galinsky, A. D., Todd, A. R., Homan, A. C., Phillips, K. W., Apfelbaum, E. P., Sasaki, S. J.,

Richeson, J. A., Olayon, J. B., & Maddux, W. W. (2015). Maximizing the gains and minimizing the

pains of diversity: A policy perspective. Perspectives on Psychological Science, 10, 742-748.

Opie, T. R., & Phillips, K. W. (2015). Hair penalties: The negative influence of Afrocentric hair on

ratings of Black women’s dominance and professionalism. Frontiers in Psychology, 6:1311.

Lount, R. B., Jr., Sheldon, O., Rink, F., & Phillips, K. W. (2015). Biased perceptions of racially

diverse teams and their consequences for resource support. Organization Science, 26, 1351-1364.

Hall, E. V., Galinsky, A. D., & Phillips, K. W. (2015). Gender profiling: A gendered race perspective

on person-position fit. Personality and Social Psychology Bulletin, 41, 853-868.

Hall, E. V., Phillips, K. W., & Townsend, S.M. (2015). A rose by any other name? The consequences

of subtyping “African Americans” from “Blacks.” Journal of Experimental and Social Psychology,

56, 183-190.

Apfelbaum, E. P., Phillips, K. W., & Richeson, J. A. (2014). Rethinking the baseline in diversity

research: Should we be explaining the effects of homogeneity? Perspectives on Psychological

Science, 9, 235-244.

Perkins, S., Phillips, K.W., & Pearce, N. (2013). Ethnic diversity, gender, and national leaders.

Journal of International Affairs, 67(1), 85-104.

Dumas, T. L., Phillips, K. W., & Rothbard, N. P. (2013). Getting closer at the company party:

Integration experiences, racial dissimilarity, and workplace relationships. Organization Science, 24,

1377-1401.

Loyd, D. L., Wang, C. S., Phillips, K. W., & Lount, R. (2013). Social category diversity promotes

pre-meeting elaboration: The role of relationship focus. Organization Science, 24, 757-772.

Menon, T., & Phillips, K. W. (2011). Getting even or being at odds?: Cohesion in even- and odd-

sized small groups. Organization Science, 22, 738-753.

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Levin, D. Z., Kurtzberg, T., Phillips, K. W., & Lount, R. B., Jr. (2010). The role of affect in

knowledge transfer. Group Dynamics: Theory, Research, and Practice, 14, 123-142.

Loyd, D. L., Phillips, K. W., Whitson, J., & Thomas-Hunt, M. C. (2010). Expertise in your midst:

How congruence between status and speech style affects reactions to unique knowledge. Group

Processes and Intergroup Relations, 13, 379-395.

Phillips, K. W., Rothbard, N. P., & Dumas, T. L. (2009). To disclose or not to disclose? Status

distance and self-disclosure in diverse environments. Academy of Management Review, 34, 710-732.

Phillips, K. W., Liljenquist, K., & Neale, M. A. (2009). Is the pain worth the gain? The advantages

and liabilities of agreeing with socially distinct newcomers. Personality and Social Psychology

Bulletin, 35, 336-350.

Swaab, R. I., Phillips, K. W., Diermeier, D., & Medvec, V. H. (2008). The pros and cons of dyadic

side conversations in small groups: The impact of group norms and task type. Small Group

Research, 39, 372-390.

Zhong, C. B., Phillips, K. W., Leonardelli, G. J., & Galinsky, A. D. (2008). Negational

categorization and intergroup behavior. Personality and Social Psychology Bulletin, 34, 793-806.

Rosette, A. S., Leonardelli, G. J. & Phillips, K. W. (2008). The White standard: Racial bias in leader

categorization. Journal of Applied Psychology, 93, 758-777.

Lount, R., Jr., & Phillips, K. W. (2007). Working harder with the out-group: The impact of social

category diversity on motivation gains. Organizational Behavior and Human Decision Processes,

103, 214-224.

Phillips, K. W., & Loyd, D. L. (2006). When surface and deep-level diversity collide: The effects on

dissenting group members. Organizational Behavior and Human Decision Processes, 99, 143-160.

Phillips, K. W., Northcraft, G., & Neale, M. (2006). Surface-level diversity and decision making in

groups: When does deep-level similarity help? Group Processes and Intergroup Relations, 9, 467-

482.

Rothbard, N. P., Phillips, K. W., & Dumas, T. L. (2005). Managing multiple roles: Work-family

policies and individuals’ desires for segmentation. Organization Science, 16, 243-258. Nominated

for Rosabeth Moss Kanter Award for Excellence in Work-Family Research.

Phillips, K. W., Mannix, E., Neale, M., & Gruenfeld, D. (2004). Diverse groups and information

sharing: The effects of congruent ties. Journal of Experimental Social Psychology, 40, 497-510.

Thomas-Hunt, M., & Phillips, K. W. (2004). When what you know is not enough: Expertise and

gender dynamics in task groups. Personality and Social Psychology Bulletin, 30, 1585-1598.

Phillips, K. W. (2003). The effects of categorically based expectations on minority influence:

The importance of congruence. Personality and Social Psychology Bulletin, 29, 3-13.

Morris, M., Williams, K. Y., Leung, K., Larrick, R., Mendoza, M., Bhatnagar, D., Li, J., Kondo,

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M., Luo, J., & Hu, J. (1998). Conflict management style: Accounting for cross-national differences.

Journal of International Business Studies, 29, 729-747.

Gruenfeld, D. H, Mannix, E., Williams, K. Y., & Neale, M. A. (1996). Group composition and

decision making: How member familiarity and information distribution affect process and

performance. Organizational Behavior and Human Decision Processes, 67, 1-15.

Chapters, Edited Volumes, and Reports

Phillips, K. W. (forthcoming). What is the real value of diversity in organizations? Questioning our

assumptions. In Scott Page, Our Compelling Interests: The Diversity Bonus. Andrew W. Mellon

Foundation.

Williams, J. C., Phillips, K. W., & Hall, E. V. (2016). Tools for change: Boosting retention of

women in the STEM pipeline. Journal of Research in Gender Studies, 6, 11-75.

Williams, J. C., Phillips, K. W., & Hall, E. V. (2014). Double jeopardy? Gender bias against women

of color in science. Report for the National Science Foundation. Published online at

www.worklifelaw.org.

Phillips, K. W., & Apfelbaum, E. A. (2013). Delusions of homogeneity? Reinterpreting the effects of

group diversity. In Mannix, E. A., & Neale, M. A. (eds.), Research on Managing Groups and Teams

(Volume 15). Greenwich, CT: JAI Press.

Phillips, K. W., Duguid, M., Thomas-Hunt, M. C., & Uparna, J. (2012). Diversity as knowledge

exchange: The roles of information processing, expertise, status and power. In Roberson, Q., The

Oxford Handbook on Diversity.

Thomas-Hunt, M. C., & Phillips, K. W. (2011). The malleability of race in organizational teams: A

theory of racial status activation. In Pearce, J (Ed.), Status in Management and Organizations.

Cambridge University Press.

Phillips, K. W., Kim-Jun, S. Y., & Shim, S. (2010). The value of diversity in organizations: A social

psychological perspective. In van Dick, R., & Murnighan, K. (Eds.), Social Psychology and

Organizations (pp. 253-272). New York: Routledge Press.

Mannix, E. A., Neale, M. A., & Phillips, K. W. (Eds.) (2008). Research on Managing Groups and

Teams: Diversity and Groups (Volume 11). Greenwich, CT: JAI Press.

Dumas, T. L., Rothbard, N. P., & Phillips, K. W. (2008). Self disclosure: Beneficial for cohesion in

demographically diverse work groups? In Mannix, E. A., Neale, M. A., & Phillips, K. W. (Eds.),

Research on Managing Groups and Teams: Diversity and Groups (Volume 11, pp. 143-166).

Greenwich, CT: JAI Press.

Phillips, K. W., & Lount, R. B., Jr. (2007). The affective consequences of diversity and homogeneity

in groups. In E. Mannix, M. A. Neale, and C. Anderson (Eds.), Research on Managing Groups and

Teams (Volume 10, pp. 1-20). Greenwich, CT: JAI Press.

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Phillips, K. W., & Thomas-Hunt, M. C. (2007). Garnering the benefits of conflict: The role of

diversity and status distance in groups. In K. Behfar and L. Thompson (Eds.), Conflict in

Organizational Groups: New Directions in Theory and Practice. Evanston, IL: Northwestern

University Press.

Loyd, D. L., & Phillips, K. W. (2006). Managing perceptions of ethical behavior in evaluative

groups: The implications for diversity in organizations. In E. Mannix, M. A. Neale, and A. E.

Tenbrunsel (Eds.), Research on Managing in Groups and Teams (Volume 8, pp. 225-245).

Greenwich, CT: JAI Press.

Thomas-Hunt, M. C., & Phillips, K. W. (2003). Managing teams in the dynamic organization:

The effects of revolving membership and changing task demands on expertise and status in groups.

In R. Peterson and E. Mannix (Eds.), Leading and Managing People in the Dynamic Organization

(pp. 115-134). Mahwah, NJ: LEA.

O’Reilly, C. A., Williams, K. Y., & Barsade, S. (1998). Group demography and innovation:

Does diversity help? In D. Gruenfeld & M. A. Neale (Eds.), Research on Managing Groups and

Teams (Vol. 1, pp. 183-207). Greenwich, CT: JAI Press.

Williams, K. Y., & O’Reilly, C. A. (1998). Demography and diversity in organizations: A

review of 40 years of research. In B. Staw & R. Sutton (Eds.), Research in Organizational Behavior

(Volume 20, pp. 77-140). Greenwich, CT: JAI Press.

WORKING PAPERS:

Akinola, M., Martin, A., & Phillips, K. W. To delegate or not to delegate: Gender differences in

affective associations and behavioral responses to delegation. Revise and resubmit at Academy of

Management Journal.

Carter, A., Toosi, N. R. & Phillips, K. W. When similarities fall short: Highlighting differences

during interracial interactions enhances perspective inclusion.

Cho, J., Toosi, N. R., Phillips, K. W., & Perkins, S. Female leaders and perceptions of relationship

conflict in racially diverse settings.

Gundemir, S., Carter, A. B., & Phillips, K. W. Am I with “her”? The 2016 presidential election and

U.S. voters’ feminist self-identification and collective action intentions for women’s issues. Under

review at Journal of Experimental Social Psychology.

Loyd, D. L., Shim, S., Kim-Jun, S. Y., & Phillips, K. W. Benefiting from in-group disagreement:

How diversity and out-group status affect information sharing.

Martin, A. E., Gundemir, S., Phillips, K. W., & Homan, A. Women’s responses to gender-aware and

gender-blind organizational approaches: The moderating role of career and family orientation. Under

review at Group Processes and Intergroup Relations.

Martin, A. E., North, M. S., & Phillips, K. W. The granny buffer: Older women avoid prescriptive

stereotypes more than older men.

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Martin, A., & Phillips, K. W. What blindness helps women see and do: Implications of gender-

blindness for confidence, agency, and action. Second round minor revision at Organizational

Behavior and Human Decision Processes.

Martin, A., Phillips, K. W., & Sasaki, S. Reducing bias through blindness or awareness: Divergent

effects of race and gender ideologies. Revise and resubmit at Journal of Personality and Social

Psychology.

Toosi, N. R., Mor, S., Semnani-Azad, Z., Phillips, K. W., & Amanatullah, E. Who can lean in?: The

intersecting role of race and gender in negotiations. Under review at Psychology of Women

Quarterly.

Toosi, N. R., & Phillips, K. W. Group diversity and status affect perceptions of those who speak up

and disagree.

WORK IN PROGRESS:

Apfelbaum, E. P., Phillips, K. W., & Richeson, J. A. Racial homogeneity and perceived control over

group outcomes: Diversity’s “control condition” has effects of its own.

Hall, E. V., Phillips, K. W., Glick, P., Livingston, R., Rudman, L., & Washington, E. Laying the

groundwork for future research in intersectionality: Descriptive and prescriptive stereotypes for

Black and White women and men.

Kim, S., & Phillips, K. W. The diversity-morality link.

Jacoby-Senghor, D., & Phillips, K. W. Better together: Mere outgroup presence increases moral

behavior.

Jacoby-Senghor, D. S., Phillips, K. W., Kim, S., & Thomas-Hunt, M. C. Giving her the floor: How

solicitation impacts evaluations of female experts.

Kim, S., & Phillips, K. W. The cognitive consequences of group diversity.

Lee, S., Phillips, K. W., Patel, H., & Kinias, Z. Only some feel free to speak up: Effects of group

attachment security on diverse decision-making groups.

Perkins, S. E., Cho, J., Phillips, K.W., & Toosi, N. Can female leaders mitigate the negative effects

of racial diversity? National leaders and structural shifts.

Phillips, K. W., Cho, J., Pearce, N., & Patel, H. Inspired performance: The impact of leader status on

followers.

Phillips, K. W., Menon, T., & Shim, S. Leadership in odd- and even-sized groups.

Shim, S. & Phillips, K. W. The impact of a leader’s asymmetric eye contact in mixed race groups.

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Toosi, N. R., Perkins, S. E., Cho, J., & Phillips, K. W. Female leadership and racial diversity: A

review of attainment and performance.

HONORS:

Management Doctoral Student Association, PhD Project, 2016 Trailblazer Award

Academy of Management All Conference Theme Committee, 2014

Outstanding Reviewer Award, Gender and Diversity in Organizations Division of the Academy of

Management, 2010

Faculty Impact Award, Kellogg School of Management, 2010

Chair’s Core Teaching Award, Kellogg Management and Organizations, Leadership course, 2008-

2009 and 2009-2010

Top 20 nominee for the annual Rosabeth Moss Kanter Award for Excellence in Work-Family

Research 2006

Dorothy Harlow Award Runner-up for the Gender, Diversity and Organizations Division of the

Academy of Management, August 2001

Outstanding Empirical Paper Award, International Association of Conflict Management, June 2000

Best Paper Award, Organizational Behavior Division of the Academy of Management, August 1999

State Farm Dissertation Proposal Award, 1998

Graduate School of Business representative to the OB/OMT/ODC doctoral consortium, 1998

Fellow, Stanford Center on Conflict and Negotiation, 1997

Jaedicke Merit Scholar, Graduate School of Business - Stanford University, 1996-1997

Graduate School of Business Fellowship - Stanford University, 1995-1999

University Fellowship Award - Northwestern University, 1994-1995

Phi Kappa Phi Honor Society - University of Illinois, Urbana/Champaign, 1994

Summer Research Opportunity Program - CIC, 1993

Academic All American - NCAA, Big Ten Conference, 1991-1994

George Huff Academic Award - University of Illinois, Urbana /Champaign, 1991-1994

CONFERENCE PRESENTATIONS:

2016 Martin, A. E., North, M. S., & Phillips, K. W. The granny buffer: Older women avoid

prescriptive stereotypes more than older men. Academy of Management Annual Conference,

Anaheim, CA.

Martin, A. E., & Phillips, K. W. What blindness helps women see: Implications of gender-

blindness for confidence, power, and action. Academy of Management Annual Conference,

Anaheim, CA.

Martin, A. E., Phillips, K. W., & Sasaki, S. The benefits of genderblindness for men’s bias

towards and inclusion of women. Academy of Management Annual Conference, Anaheim, CA.

Phillips, K. W., Apfelbaum, E. A., & Richeson, J. A. Rethinking the baseline in diversity

research. Society of Experimental Social Psychology, Santa Monica, CA.

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2015 Martin, A., Phillips, K. W., & Sasaki, S. What the blind man doesn’t see: Downplaying gender

differences reduces men’s bias towards women. Academy of Management Annual Conference,

Vancouver, BC, Canada.

2014 Carter, A., Toosi, N., & Phillips, K. W. Similarities, differences, or both? Finding connections

across boundaries. Academy of Management Annual Conference, Philadelphia, PA.

Martin, A., Phillips, K. W., & Akinola, M. Gender differences in delegation: The role of

relational orientation and trust in men’s and women’s delegation patterns. Academy of

Management Annual Conference, Philadelphia, PA.

Siy, J. O., & Phillips, K. W. Seeing race vs culture. Academy of Management Annual

Conference, Philadelphia, PA.

2013 Hall, E. V., Phillips, K. W., & Townsend, S. A rose by any other name? Blacks are evaluated

more negatively than African Americans. Society of Experimental Social Psychology Conference

Berkeley, CA.

Phillips, K. W., & Hall, E. V. Advancing the research on stereotypes in the management field:

What is shared and what is different across diverse groups? Academy of Management Annual

Conference, Orlando, FL.

Hall, E. V., Phillips, K. W., & Williams, J. Gendered cultural prescriptions and cultural

misalignments: An analysis of Asian, Black, and Latina female scientist in STEM. Academy

of Management Annual Conference, Orlando, FL.

Toosi, N., Phillips, K. W., Cho, J., & Perkins, S. Female leaders in racially diverse settings:

The role of perceived conflict and interpersonal skills. Academy of Management Annual

Conference, Orlando, FL.

2012 Guillory, L. E., Phillips, K. W., & Neale, M. A. Is familiarity helpful for the influence process?

Exploring congruence and identity in dyads. Academy of Management Annual Conference,

Boston, MA.

Hall, E. V., & Phillips, K. W. Optimal masculinity: Feminine races or genders attenuate

sanctions for domineering behavior. Academy of Management Annual Conference, Boston, MA.

Kim, S., & Phillips, K. W. The diversity-morality link. Academy of Management Annual

Conference, Boston, MA.

2011 Richardson, E. V., & Phillips, K. W. Black women and the backlash effect. Academy of

Management Annual Conference, San Antonio, TX.

2010 Loyd, D. L., Phillips, K. W., Kim-Jun, S., & Shim, S. Reactions to disagreement from an in-

group member: The impact of out-group member status. International Association of Conflict

Management, Boston, MA.

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2009 Lount, R. B., Jr., Phillips, K. W., & Rink, F. How much relationship conflict really exists?:

Biased perceptions of relationship conflict in diverse groups. Academy of Management Annual

Conference, Chicago, IL.

Wang, J., & Phillips, K. W. Status transference in mentor-mentee relationships: The role of

gender. Academy of Management Annual Conference, Chicago, IL.

Lee, S., Phillips, K. W., & Kinias, Z. Minority influence and diverse group decision-making: The

benefit and cost of group attachment security. Academy of Management Annual Conference,

Chicago, IL.

White, J. B., & Phillips, K. W. The ins and outs of influencing a group: When shared social

categorization helps minority opinion holders. 4th Annual INGRoup (interdisciplinary network

for group research) Conference, Colorado Springs, CO.

Chou, E., & Phillips, K. W. Are three heads better than one? Group versus individual rationality

attainment in a 2-person beauty contest game. International Association of Conflict

Management, Kyoto, Japan.

2008 Rothbard, N., Phillips, K. W., & Dumas, T. Getting to know you? Personal information

disclosure, status, and interpersonal closeness in diverse environments. Academy of

Management Annual Conference, Anaheim, CA.

Chou, E., & Phillips, K. W. Group versus individual rationality attainment: A comparison using

the two-person beauty contest game. Society for Judgment and Decision Making Conference,

Chicago, IL.

2007 Rosette, A. S., Tost, L. P., & Phillips, K. W. Communal women and agentic leadership: The

reconciliation of two opposing stereotypes. Academy of Management Annual Conference,

Philadelphia, PA.

Swaab, R. I., Phillips, K. W., Diermeier, D., & Medvec, V. H. The impact of dyadic

communication awareness on the quality of group decisions. Academy of Management Annual

Conference, Philadelphia, PA.

Thomas-Hunt, M. C., Phillips, K. W., Cabrera, S. F., & Leopold, N. If only they would ask:

Expertise, solicitation & gender task-typing in groups. Academy of Management Annual

Conference, Philadelphia, PA.

Menon, T., & Phillips, K. Getting even vs. being the odd one out: Cohesion and conflict

in odd and even groups. 2nd Annual INGRoup (interdisciplinary network for group research)

Conference, Lansing, MI.

Swaab, R., Phillips, K., Diermeier, D., & Medvec, V. Communicating in private or public? The

pros and cons of dyadic interaction in group settings. 2nd Annual INGRoup (interdisciplinary

network for group research) Conference, Lansing, MI.

2006 Phillips, K. W., & Lount, R. The affective consequences of diversity in groups. Research on

Managing Groups and Teams Conference, Stanford University, Stanford, CA

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Rosette, A. S., Leonardelli, G., Plunkett-Tost, L., Phillips, K. W. Activation of a leadership subtype:

Favorable evaluations of women leaders in chief leadership positions. Academy of Management

Annual Conference, Atlanta, GA.

Rosette, A. S., Leonardelli, G., & Phillips, K. W. The White standard in leadership evaluations:

Attributional benefits of being a white corporate leader. Academy of Management Annual

Conference, Atlanta, GA.

Loyd, D. L., Phillips, K. W., Thomas-Hunt, M., & Whitson, J. (2006). Can low status experts be

influential?: An examination of the impact of confidence and timing. 1st Annual INGRoup

(interdisciplinary network for group research) Conference, Pittsburgh, PA.

2005 Levin, D., Kurtzberg, T., & Phillips, K. W. The role of mood in knowledge transfer and

learning. Academy of Management Annual Conference, Honolulu, Hawaii.

Lount, R., & Phillips, K. W. Working harder with the out-group: The impact of coworker

similarity on motivation gains. Academy of Management Annual Conference, Honolulu, Hawaii.

Wang, C. S., Phillips, K. W., Loyd, D. L., & Lount, R. The conflict between how we feel and

how we think: Affective and cognitive reactions to disagreement from socially similar and

dissimilar others. Academy of Management Annual Conference, Honolulu, Hawaii.

Lount, R. B., Jr., & Phillips, K. W. Social categorization and performance anonymity as

moderators of motivation gains in groups. Midwestern Psychological Association, Chicago, IL.

Lount, R. B., Jr., & Phillips, K. W. Social categorization and motivation gains in groups.

Society of Personality and Social Psychology, New Orleans, LA.

2004 Phillips, K. W., & Phillips, D. J. Heterogeneity, performance, and Blau’s paradox:

The case of NHL hockey teams, 1988-1998. Academy of Management Annual Conference, New

Orleans, LA.

Thomas-Hunt, M. C., Phillips, K. W., Loyd, D. L., & Whitson, J. Who gets heard?: The impact

of status on perceptions of experts’ behavior in groups. Academy of Management Annual

Conference, New Orleans, LA.

Zhong, C. B., Phillips, K. W., & Leonardelli, G. I am not one of you: Negational social identity

and intergroup conflict. Academy of Management Annual Conference, New Orleans, LA.

Phillips, K. W., Rothbard, N. P., & Dumas, T. L. It’s not that I don’t like you:

How status drives preferences for segmentation and social integration in diverse environments.

Society of Industrial and Organizational Psychology Annual Conference, Chicago, IL.

Loyd, D. L., & Phillips, K. W. Managing perceptions of ethical behavior in evaluative groups:

The implications for diversity in organizations. 8th Annual Research on Managing Groups and

Teams Conference, Palo Alto, CA.

2003 Phillips, K. W., Neale, M. A., & Liljenquist, K. Staying on task: Reactions to in-group vs. out-

group newcomers. Academy of Management Annual Conference, Seattle, WA.

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Phillips, K. W. Value in diversity?: Minority voice in small decision-making groups. Academy

of Management Annual Conference, Seattle, WA.

Liljenquist, K., Phillips, K. W., & Neale, M. A. The pain is worth the gain: The advantages and

liabilities of agreeing with socially distinct newcomers. International Association of Conflict

Management Conference, Sydney, Australia.

2002 Phillips, K. W., Rothbard, N. P., & Dumas, T. L. It’s not that I don’t like you:

Preferences for segmentation and engagement in discretionary organizational activities.

Academy of Management Annual Conference, Denver, CO.

2001 Phillips, K. W., & Loyd, D. L. Task conflict in decision-making groups: The interplay of

group composition and members' expectations. Academy of Management Annual Conference,

Washington, DC.

Rothbard, N.P., Dumas, T. L., & Phillips, K. W. The long arm of the organization: Work-family

policies, employee preferences for segmentation, and satisfaction and commitment. Academy of

Management Annual Conference, Washington, DC.

Phillips, K. W., Mannix, E. A., Neale, M. A., Gruenfeld, D. H The effects of incongruence

between social and knowledge ties in groups: When minority information hinders group

performance. International Association for Conflict Management Conference, Paris.

Rothbard, N. P., Dumas, T. L., & Phillips, K. W. Role conflict, work-family policies, and

employee preferences for segmentation. International Association for Conflict Management

Conference, Paris.

Thomas-Hunt, M. C., & Phillips, K. W. Understanding the role of expertise in groups: The

effects of an evolving environment. Cornell University Conference on Dynamic Organizations.

2000 Phillips, K. W. Disentangling the complex effects of diversity: The interplay of expectations,

process, and performance in groups. Academy of Management Annual Conference, Toronto,

ON Canada.

Phillips, K. W., Northcraft, G. B., & Neale, M. A. Crossing category boundaries: Does

highlighting similarity improve performance? Academy of Management Annual Conference,

Toronto, ON Canada.

Phillips, K. W., & Thomas-Hunt, M. When what you know is not enough: The effects of

demographic distinctiveness on experts' influence within work groups. Academy of Management

Annual Conference, Toronto, ON Canada.

Phillips, K. W., & Loyd, D. L. Task conflict in decision-making groups: The interplay of group

composition and members' expectations. International Association for Conflict Management

Conference, St. Louis, MO. Winner of Outstanding Empirical Paper Award.

1999 O’Reilly, C., Williams, K. Y., & Barsade, S. (1999). The impact of relational demography on

teamwork: When differences make a difference. Academy of Management Annual

Conference, Chicago, IL. Winner of Best Paper Award, Organizational Behavior Division.

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1998 Morris, M., Williams, K. Y., Leung, K., Bhatnagar, D., Li, J., Kondo, M., Luo, J., and Hu, J.

Culture, values, and conflict management: Accounting for country differences and individual

differences in conflict management style. Academy of Management Annual Conference, San

Diego, CA.

1997 O’Reilly, C., Williams, K. Y., & Barsade, S. Group demography and innovation:

Does diversity help? Academy of Management Annual Conference, Boston, MA.

Williams, K. Y., Mannix, E., Neale, M.A., & Gruenfeld, D. H. Sharing unique

perspectives: The process of knowledge exchange in social and informational coalitions.

Academy of Management Annual Conference, Boston, MA.

Williams, K. Y., & Thomas-Hunt, M. It’s not all in the task: A closer look at

interdependence in groups. Academy of Management Annual Conference, Boston, MA.

Williams, K. Y., & O’Reilly, C. Demography and diversity in organizations: A review

of 40 years of research. First Annual Research on Managing Groups and Teams Conference,

Stanford, CA.

1996 Williams, K. Y., & Mannix, E. Group composition and decision making: The effect of

familiarity and information coalitions. Academy of Management Annual Conference,

Cincinnati, Ohio.

Williams, K. Y., & Neale, M. A. Group composition and decision making: How member

familiarity and information distribution affect process and performance. Academy of

Management Annual Conference, Cincinnati, Ohio.

INVITED TALKS:

2016 INSEAD

2015 Pennsylvania State University, Smeal School of Business

London Business School

2014 Columbia University’s Teacher’s College

2013 Harvard University, Kennedy School

University of Illinois, Urbana-Champaign

2012 New York University Graduate School of Business

University of Michigan National Center of Institutional Diversity

2011 Stanford University Graduate School of Business

Stanford University Social Psychology Department

Stanford University Clayman Institute for Gender Research

Columbia Business School

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Harvard Business School

2010 University of California, Los Angeles

University of California, Berkeley

Massachusetts Institute of Technology, Sloan

Harvard Kennedy School, Closing the Global Gender Gap Conference

2009 Social Psychology in Organizations Conference, Northwestern University

The Conference Board, Council of Diversity Executives & The Diversity & Inclusion Strategy

Council

University of Illinois - Institute of Government and Public Affairs and Chicago United

2006 Carnegie Mellon University, Tepper School of Business

Harvard University, Harvard Business School

University of Chicago, Social Psychology Program

University of Toronto, Rotman School of Management

2005 Cornell University, Johnson School of Management

Emory University, Goizuetta Business School

MIT, Sloan School of Management

Univ. of Pennsylvania, Wharton School of Management

Yale University, School of Management

Academy Colloquium Social Identity in Organizations, Amsterdam, The Netherlands

Social Psychologists of Chicago Conference (SPOC)

Kellogg Teams and Groups (KTAG) Conference on Conflict in Groups

The Complexity of Diversity Interdisciplinary Colloquium, University of Michigan.

Citigroup Financial, Regional Symposium on Diversity, Chicago, IL

2004 Society of Experimental Social Psychologists, Groups Pre-conference, Fort Worth, TX

Northwestern University Psychology Department

Rutgers University, Camden Psychology Department

2002 8th Annual Organizational Behavior Conference, Wharton School of Business, Philadelphia, PA.

2001 University of Chicago, Graduate School of Business

MIT, Sloan School of Management

2000 Northwestern University Psychology Department

1999 Carnegie Mellon University, GSIA

Harvard Business School

MIT, Sloan School of Management

New York University, Stern School of Business

Notre Dame University, Mendoza College of Business

Northwestern University, Kellogg School of Management

University of Illinois Urbana-Champaign, College of Business

University of Michigan, Ross School of Business

University of Minnesota, Carlson School of Management

University of Southern California, Marshall School of Business

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DISSERTATION COMMITTEES:

Ashley Martin, Columbia University, Columbia Business School, expected 2018

Jaee Cho, Columbia University, Columbia Business School, expected 2017

Abbie Wazlawek, Columbia University, Columbia Business School, completed 2016

Jose Uribe, Columbia University, Columbia Business School, 2015, currently employed at

University of Michigan

Sun Young Kim, Northwestern University, Kellogg School of Management, 2014 (co-chair),

currently employed at

Erika Hall, Northwestern University, Kellogg School of Management, 2014 (co-chair), currently

employed at Emory University, Goizueta School of Business

Sohyeon Shim, Northwestern University, Kellogg School of Management, 2014, currently

employed at The University of Hong Kong, Faculty of Business and Economics

Nicholas Pearce, Northwestern University, Kellogg School of Management, 2012 (co-

chair), currently employed at Northwestern University, Kellogg

Jiunwen Wang, Northwestern University, Kellogg School of Management, 2011

Long Wang, Northwestern University, Kellogg School of Management, 2011, currently employed

at City University of Hong Kong

Abigail Hazlett, Northwestern University, Psychology Department, 2011

Sylvia Perry, University of Illinois, Psychology Department, 2010, currently Post-doctoral

Fellow, Northwestern Psychology Department

Sarah E. Johnson, Northwestern University, Psychology Department, 2009, currently a Fellow at

the National Institutes of Health

Robert Lount, Northwestern University, Kellogg School of Management, 2007 (co-

chair), currently employed at The Ohio State University

Cynthia Wang, Northwestern University, Kellogg School of Management, 2007, currently

employed at University of Oklahoma,

Denise Lewin Loyd, Northwestern University, Kellogg School of Management, 2005 (chair),

currently employed at University of Illinois, Urbana-Champaign

Tracy L. Dumas, Northwestern University, Kellogg School of Management, 2003 (chair),

currently employed at The Ohio State University

Gail Berger, Northwestern University, Kellogg School of Management, 2002, currently

employed at Northwestern University

COURSES TAUGHT:

2013- Columbia University Business School, Introductory Core Class for MBA Students

B6500: Lead: People, Teams, Organizations

2012- 2013 Columbia University Business School, Introductory Core Class for MBA Students

B6703: Leadership Development

2009 -2010 Kellogg School of Management, Elective Course for MBA students

Management and Organizations 462: Leadership in Diverse Organizations

2003-2008 Kellogg School of Management, Elective Course for MBA students

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Management and Organizations 460: Leading and Managing Teams

2000-2002 Kellogg School of Management, PhD Seminar on Group Dynamics

2007-2010 Management and Organizations 424-2: Social Processes in Organizations

1999 - 2011 Kellogg School of Management, Introductory Core Class for MBA Students

Management and Organizations 430: Leadership in Organizations

ASSOCIATE EDITOR:

Organization Science (on hold)

AD HOC REVIEWER:

Academy of Management Journal; Academy of Management Review; Administrative Science

Quarterly; Group Processes and Intergroup Relations; Journal of Applied Social Psychology; Journal

of International Business Studies; Journal of Experimental Social Psychology; Journal of Personality

and Social Psychology; Management Science; Organization Studies; Organizational Behavior and

Human Decision Processes; Personality and Social Psychology Bulletin

MEMBERSHIPS:

Academy of Management: Organizational Behavior, Conflict Management, and Gender and

Diversity in Organizations Divisions

American Psychological Association

International Association of Conflict Management

Society for Personality and Social Psychology

INGRoup

OUTSIDE ACTIVITIES:

Current Board Memberships:

Weinberg Family Cerebral Palsy Center Advisory Board

Columbia University Children’s Hospital Board

2017 Pinterest, “A Conversation about Diversity & Inclusion”

Clayman Institute for Gender Research at Stanford, “How Diversity Makes Us Smarter”

2016 DTCC (Depository, Trust, & Clearing Corporation) Emerging Talent Forum

Center for Talent Innovation Forum, Panel

JP Morgan Chase, “Leading Inclusively”

Johns Hopkins Applied Physics Laboratory, “Leading Inclusively”

CIC Institute for CAOs, “How Diversity Makes Us Smarter”

Skanska, “Understanding the Value of Diversity”

Pepsico, consultation

Worldbank, “How Diversity & Inclusion Makes Us Smarter”

2015 Baillie Gifford, “Understanding the Value of Diversity”

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Black Rock, “Building Relationships at Work”

Bloomberg, “Passion, Authenticity, and Leading”

Credit Suisse, “How Do We Crack the Code on Diversity?”

Goldman Sachs, “Authenticity and Success at Work”

Morgan Stanley, “The Heart of Leadership”

Aetna, “Strategies for Influencing”

Center for Talent Innovation Forum, Panel on Intersectionality

Human Capital Leadership Symposium, “Capturing the Real Value of Diversity in Teams”

2014 Deutsche Bank, “20th Annual Women on Wall Street” panel member

Black Rock, “Influence, Confidence, and Authenticity”

Credit Suisse, “A Conversation on Authenticity and The Heart of Leadership”

Goldman Sachs, Brokering Change Conference, “Will Authenticity Help You Succeed at Work”

Google presentation “The Value of Diversity

Ernst and Young presentation “The Value of Diversity”

Grameen America, “Building High Performing Teams”

Center for Talent Innovation Summit, “Strategies for Influencing”

Aetna, “Strategies for Influencing”

White House Summit on Working Families

2013 Morgan Stanley, “Influence Strategies”

Aetna, “Influence Strategies”

Women on Wall Street presentation “The Value of Diversity”

Diageo presentation to the Finance Group, “Finding Balance in Teams”

Goldman Sachs, “Teams and Diversity”

HSBC, “Influence Strategies”

Center for Talent Innovation Summit, panel member

2012 Diageo presentation, “The Value of Diversity”

Diversity Best Practices presentation and write-up on, “Does Race Matter? The pervasiveness of

racial barriers and global colorism”

National Council for Research on Women presentation, “The Value of Diversity”

Story Corps interactive session on “Diversity in Organizations”

NBC Universal presentation on “The Value of Diversity”

OTHER ACTIVITIES:

Core Course Coordinator at Columbia Business School

Convener of Diversity and Inclusion for All Working Group and Conference at Columbia

Business School

Provost’s Advisory Council at Columbia University

Provost’s Diversity Committee at Northwestern University

Co-Founder of The Center on the Science of Diversity (CSD)