ASA 2021: OOW Sessions and Roundtables

Section on Organizations, Occupations, and Work Sessions and Roundtables 

Monday and Tuesday August 9 & 10, 2021 


Elizabeth Popp Berman, University of Michigan-Ann Arbor 
Sharla N. Alegria, University of Toronto 
Nicole Genevieve Denier, University of Alberta 
Jiwook Jung, University of Illinois at Urbana-Champaign 
Victor E. Ray, University of Iowa 
Argun Saatcioglu, University of Kansas 
Angelina Grigoryeva, University of Toronto 

Program in Brief


Organizational and Occupational Community, Culture, and Change 
Mon, August 9, 11:00am to 12:25pm EDT  

Precarity and Downward Mobility 
Mon, August 9, 12:45 to 2:10pm EDT  

Pay and Promotion, Determining Rewards, and Factors Shaping Career Outcomes
Mon, August 9, 4:15 to 5:40pm EDT  

Broadening the Conversation about Racism in Organizations, Occupations, and Work Section I
Tue, August 10, 11:00am to 12:25pm EDT 

Broadening the Conversation about Racism in Organizations, Occupations, and Work Section II
Tue, August 10, 12:45 to 2:10pm EDT 


Tue, August 10, 3:00 to 3:55pm EDT 

Table 1. Work during the COVID-19 Pandemic and Crises Times 
Table 2. Gender and Work – 1 
Table 3. Gender and Work – 2 
Table 4. Race, Ethnicity, and Work 
Table 5. Well-Being in the Workplace 
Table 6. Inequality and Work 
Table 7. White-Collar and Nonstandard work 
Table 8. Organizational Success and Employment Relations


Program in Detail

OOW Sessions 

Organizational and Occupational Community, Culture, and Change 
Mon, August 9, 11:00am to 12:25pm EDT  

Presider: Jiwook Jung, University of Illinois at Urbana-Champaign 

Can We Change the Overwork Culture? Workplace Policies and the Ideal Worker Norm – Youngjoo Cha,  Indiana University-Bloomington; Kristin Kelley, Indiana University-Bloomington; Elizabeth Hirsh,  University of British Columbia 

Civic (Dis)embeddedness: Professionalism Shapes the Social and Systemic Integration of Urban Civil  Society Organizations – Christof Brandtner, University of Chicago; Krystal Laryea, Stanford University

From ‘State of Exception’ to ‘New Normal’: Crisis and Change in Organizations – Alexandra E. Brewer,  Wake Forest University 

Institutional Persistence, Change, and Agency: The Case of Air Traffic Control – Diane Vaughan, Columbia  University

Ties That Bind or Ties That Free? Core-Periphery Collaboration and Identity Shifting in US Hollywood  Films – Demetrius Lewis, Emory University; Ruo Jia, Stanford GSB 

Precarity and Downward Mobility 
Mon, August 9, 12:45 to 2:10pm EDT  

Presider: Nicole Denier, University of Alberta 

Downward Mobility and Working Selves – Lindsey McKay Ibanez, Washburn University; Steven H. Lopez,  Ohio State University 

Low-skilled Occupations Face the Highest Re-skilling Pressure – Di Tong, Massachusetts Institute of  Technology; Lingfei Wu, University of Pittsburgh; James A. Evans, University of Chicago

Managing Algorithms: The Partial Automation of Middle Management and its Implications for Gig  Worker – Diana Enriquez, Princeton University; Janet Vertesi, Princeton University 

‘Tag Your Loves…Carrying a Heavy Load’: Multi-Level Marketing and Gendered Neoliberalization of  Interpersonal Relationships – Nicole Cochran, Temple University 

Unemployment Experts: Governing the Job Search in the New Economy – Patrick Sheehan, University of Texas  at Austin 

Pay and Promotion, Determining Rewards, and Factors Shaping Career Outcomes
Mon, August 9, 4:15 to 5:40pm EDT  

Presider: Ronit Dinovitzer, University of Toronto 

From the Job’s Worth to the Person’s Price: The Evolution of Pay-setting Practices since the 1950s – Laura Adler, Harvard University 

Still a Man’s World? How Workplace Hegemonic Masculinity Drives Lawyer’s Wages – Andreea  Mogosanu and Ronit Dinovitzer, University of Toronto 

Structural legacies and the motherhood penalty: How past societal contexts shape mothers’ employment  preferences and outcomes – Malte Reichelt, New York University; Matthias Collischon,  Institute for Employment Research; Andreas Eberl, University of Erlangen-Nuremberg

The Gendered Consequences of Flexible Work Policies – Vanessa Conzon, Massachusetts Institute of  Technology; Duanyi Yang, Cornell University; Dongwoo Park, Cornell University; Erin Kelly,  Massachusetts Institute of Technology 

The Road to Equity: How Do Workplace Policies Affect Gender and Class Differences in Promotions? Anne Kathrin Kronberg, University of North Carolina-Charlotte; Anna Gerlach, Goethe University 

Broadening the Conversation about Racism in Organizations, Occupations, and Work Section I
Tue, August 10, 11:00am to 12:25pm EDT  

Presider: Victor Ray, University of Iowa 

Getting in: The Racialized Legitimation Strategies of Black Tech Entrepreneurs in Silicon Valley and  Atlanta – Alicia Sheares, University of California, Berkeley 

In the Name of Love: Whiteness, Emotion Work, and Resource Distribution in Organizations – Sarah H. Diefendorf, Scholars Strategy Network; C.J. Pascoe, University of Oregon 

Mathematically Maintained Inequality: Racialized Organizations and Selective Organizational Change – Cassidy Puckett, Emory University; Brian Gravel, Tufts University 

“Their Accent Is Just Too Much”: Tracing the Sonic Color Line in Public Radio Production – Laura Garbes,  Brown University 

This Is Why I Leave: Race and Voluntary Turnover – Adina Sterling, Stanford University 

Broadening the Conversation about Racism in Organizations, Occupations, and Work Section II
Tue, August 10, 12:45 to 2:10pm EDT 

Presider: Elizabeth Popp Berman, University of Michigan 

“In a White Man’s Place”: White Responses to Non-White Occupational Mobility in three US Cities,  1890-1910 – Joseph Jewell, Texas A&M University-College Station

Interrogating Whiteness in Organizational Diversity Initiatives – Melissa Victoria Abad, Stanford  University; Ethel L. Mickey, University of Massachusetts Amherst 

Race-Conscious and Unconscious Holistic Admissions: Racialized Organizations Managing Selective  College Access- OiYan Poon, The Spencer Foundation 

Racialized Definition of Compliance with Organizational Policy: The Case of Community Policing – Jungmyung Kim, University of Wisconsin-Madison 

The Inclusion Tax: The Price of the Ticket in White Spaces – Tsedale Mekete Melaku, CUNY-Graduate  Center 

Inequality Across “Diverse” Workplaces 
Tue, August 10, 4:15 to 5:40pm EDT 

Presider: Sharla N. Alegria, University of Toronto 

Are Organizational Gender Diversity Management Practices Effective?- Sanjana Singh, Eva Jaspers, and  Tanja van der Lippe, Utrecht University 

Doing Diversity Like an Ideal High-Tech Worker: Avoiding and Making Compromises About Claims on  Diversity – Annika M. Wilcox, North Carolina State University 

Maverick Management: Uneven Accountability in Performances of Trust – Sarah Elizabeth Mosseri,  University of Virginia 

Two-Tiered Labor Market and the “Glass Moving Walkway:” Gender, Job Mobility, Segregation, and  Wages – Emma Williams-Baron, Stanford University 

Will it be #MeToo? Occupational Choices and the Specter of Sexual Harassment – Emma Tsurkov,  Stanford University 

OOW Roundtables 

Tue, August 10, 3:00 to 3:55pm EDT 

Table 1. Work during the COVID-19 Pandemic and Crises Times 

Categories and Crisis: Definitions of Essential in the COVID-19 Pandemic. – Joshua M. Hurwitz, Stanford  University 

Essential but Ill-Prepared: Mental Health Effects among Grocery Store Workers during COVID-19’s First Wave in Arizona. – Brian Mayer, University of Arizona; Mona Arora, University of Arizona; Sabrina Helm,  University of Arizona; Melissa Barnett, University of Arizona 

Meat Racism During SARS-CoV-2 Pandemic in 2020. – Moses Seenarine 

Priming and Resonance Institute Institution in Crisis Practice. – Yuanhao Liu, Nothwestern University; Xiao Tang,  Tsinghua University 

Teaching in the Time of COVID-19: Gender and Race Differences in Emotional Labor. – Catherine White  Berheide, Skidmore College; David A. Cotter, Union College; Megan Carpenter, Saint Lawrence  University 

Why Zoom Is Not Doomed Yet: Privacy and Security Crisis Response in the COVID-19 Pandemic. – Wenhong  Chen, University of Texas-Austin; Yuan Zou 

Work and Family Conflict for Parents in Professional Occupations During the COVID-19 Pandemic. – Angela  Clague, University of California, Los Angeles; Chaitra Hardison, RAND 

Table 2. Gender and Work – 1 

Access to Work-Family Resources in the Gender-Segregated Labor Market. – Kaitlin Johnson, Indiana University Cohort Differences in the Effect of Children and Domestic Labor on Women’s Labor Outcomes. – Angela Clague,  University of California, Los Angeles 

Constraints or Commitment? Insider Partners and the Mobility of Women Out of Low-Wages. – Michael A  Schultz, University of Texas-Austin 

Female Perceptions of Bias and Obstacles Toward Advancement in the Department of Defense. – Dianna Lynn  Black, University of Phoenix

From Organization Men to Career Men: Job Choice as Career Crafting. – Dominika Kinga Sarnecka, Harvard  University 

Table 3. Gender and Work – 2 

Gender and Success in Gaining Future “Gigs”: The Social Networks of Film Composers in Hollywood, 2000- 2009. – Ju Hyun Park, Emory University 

Gender Differences in Fairness Perceptions of Own Earnings in 26 European Countries. – Jule Adriaans, German  Institute for Economic Research; Matteo Targa, German Institute for Economic Research

Gendered Work Experiences in a Hyper-Masculine Organization: Differences Between Cohorts. – Chelli  Plummer, Providence College 

The Unequal Joy of Cooking: Sex Discrimination in Cook’s Wages. – Jessie Himmelstern, University of  Minnesota 

Within occupational gender-segregation: Dynamics of competition between sub-occupations shape and re-shape  job queues. – Livia Baer-Bositis, Stanford University 

Table 4. Race, Ethnicity, and Work 

Enduring Racism: The Persistence of Racial Inequality in American Law Firms. – Vitor Dias, Indiana University Bloomington 

Racialized Expertise and the Character of Organizations: The Case of University DEI Personnel. – Sandra  Portocarrero, Columbia University 

Racializing Institutional Boundaries: The Case of the CHAZ/CHOP. – Aliyah Turner, University of Washington;  Maxine Wright, University of Washington 

“So, You Are the Wise Latina They Hired”: Workplace Discrimination in the Legal Profession. – Fitore Hyseni,  Syracuse University; Fatma Altunkol Wise, Syracuse University 

“Trump Gave Them Wings”: Immployment, Legal Status, Citizenship, and Racism on La Esquina. – Nancy  Plankey-Videla, Texas A&M University-College Station; Cynthia Luz Cisneros Franco, Texas A&M  University 

Table 5. Well-Being in the Workplace 

Algorithmic Management, Nonstandard Schedules, and Gig Worker Wellbeing. – Katherine Hill, University of  Texas 

Avoiding, Resisting, Enduring: Responses to Workplace Violence in Professional Kitchens. – Ellen T. Meiser,  University of Hawaii at Manoa; Eli R. Wilson, University of New Mexico-Albuquerque

Sociability Between Coworkers and Social Fit at Work. – Thomas Lyttelton, Yale University

Student Culture and the Normalization of Deviance in an Allopathic Medical School. – Judson G. Everitt, Loyola  University-Chicago; James M Johnson, Loyola University Chicago; William H Burr, Loyola University  Chicago; Stephanie H Shanower, Loyola University Chicago 

The pain and possibility of departure: How experiences of meaningful work shape leader exit. – Krystal Laryea,  Stanford University; Elizabeth Trinh, University of Michigan 

Tradeoffs in the Spotlight: The impact of creative core residence on artists’ career satisfaction. – Adam Kaelin  Schoenbachler, Vanderbilt University 

Table 6. Inequality and Work 

Empathy as a Tool for Inclusion in Organizations. – Christianne Corbett, Stanford University Employment and Unemployment Among Refugees in the United States. – Mehr Mumtaz, Ohio State University;  Katherine Sobering, University of North Texas; Vincent J. Roscigno, Ohio State University

Inequality in medical education and implications for trainees’ career plans: an intersectional approach. – Alyssa  Browne, University of North Carolina-Chapel Hill 

Managing Power Dependence to Innovate Diversity Work: Tailor-Made versus Turnkey Institutional Practices. – Vic Marsh, University of Colorado Boulder 

Occupational Specialization as a Roadblock to Professionalization. – Lisa M. Lipscomb, The New School for  Social Research 

Who gets a back door to success?: Informal processes and the reproduction of inequality at work. – Britiny Cook,  Stanford University; Erin Macke, Stanford University; Shannon Gilmartin, Stanford University 

Table 7. White-Collar and Nonstandard work 

Getting a Job in the Arts. Merit, Mindset and Network in Precarious and Taste-Based Markets. – Anna Gromada,  Sciences Po 

Interprofessional collaboration and boundary-work Care support workers in residential homes for the elderly in  Germany – Isabelle Zinn, University of Lausanne 

Making Bad Jobs Worthwhile: How Educational Trajectories Shape Low-Status Workers’ Identity Work  Strategies. – Yingjian Liang, Indiana University 

Not Over ‘til it’s Over: Interorganizational Relationship Resilience in the Contingent Staffing Industry. – Laureen  K. O’Brien, Independent Researcher 

Telework in a Land of Overwork: It’s Not that Simple, Or Is It?. – Hiroshi Ono, Hitotsubashi University Business  School 

The White-Collar Opt-Out. – Mustafa Yavas, New York University-Abu Dhabi 

Table 8. Organizational Success and Employment Relations 

From Dictator to Educator: The Emergence of a New Management Style in Global Fine Dining. – Daphne  DemetryMcGill University; Gillian Gualtieri, Vanderbilt University 

Head in the Books, Heart on the Beat: Understanding College Students’ Motivations for Entering Policing. – Nidia Isabel Banuelos, University of Wisconsin-Madison; Jordan Waldron, University of Indianapolis;  Laura Zinkan, University of Indianapolis; Samantha Hupp, University of Indianapolis 

Latent Structure and Observed Structure of Employment Relations: A Network Approach. – Xingyun Wu, Johns  Hopkins University 

Lexicons into Categories: A Computational Approach to Category-Spanning Identity in Organizational Fields. – Zhuofan Li, University of Arizona 

Locating Decline and Growth of Civic Associations in Communities: The Case of the YMCA, 1950-2000. – David C Joseph-Goteiner, University of California, Berkeley 

Network Embeddedness and Team Collaboration in the GitHub Community. – Chao Liu, North Carolina State  University

Auditor Registration for the SASE Annual Conference

The Society for the Advancement of Socio-Economics (SASE) is pleased to announce auditor registration is now available for its 33rd annual conference

Dear colleagues,

The Society for the Advancement of Socio-Economics (SASE) is pleased to announce auditor registration is now available for its 33rd annual conference, “After Covid? Critical Conjunctures and Contingent Pathways of Contemporary Capitalism”, taking place online from 2-5 July 2021. The KHK/Centre for Global Cooperation Research, in collaboration with the IAQ and the DIFIS, is the official virtual organizer of this year’s conference.
Please find the preliminary program at

To register as a non-presenting auditor, visit

Please feel free to distribute widely. We hope that you will join us!

Message from the Chair: 2021 OOW Election Results

Dear OOW community,

I am happy to announce the Organizations, Occupations, and Work election results!


Tim Bartley, University of Washington in St. Louis


Elizabeth Hirsh, University of British Columbia

Council Member:

Rachel Dwyer, Ohio State University

Amy Binder, UC San Diego

Congratulations and thank you for your service to our section, association and discipline! In unstable times service becomes all the more important for maintaining and developing communities of knowledge and practice.            

Many thanks to the members of the OOW nomination committee, Michael Sauder (committee chair), Laura Adler, Eric Dahlin, Lindsey Ibanez and Angelina Grigoryvena.

I look forward to seeing you all in August!


Call for Nominations: 2021 OMT Junior Faculty Consortium

2021 OMT Junior Faculty Consortium

Academy of Management Annual Meeting

Deadline extended to June 1

Submit your application via this link

Questions? Contact the organizers: Marya Besharov and Paul Tracey

The Organization and Management Theory Division is hosting a 100% virtual Junior Faculty Consortium this year. If you hold a faculty position as an Assistant Professor or comparable rank and your research focuses on OMT related topics, this consortium is for you!

The consortium will provide an intimate forum for interacting with senior colleagues and peers about how to prosper in your academic career. It will include a combination of feedback sessions, panels, and facilitated discussions focused on three key topics: 1) developing your research for publication with the help of seasoned scholars in your area; 2) strategies for impact and growth as a researcher and teacher; and 3) navigating the early years of building a successful faculty career in diverse institutional settings. We will also explore the implications that the COVID-19 pandemic may have for all of these issues.

This year’s faculty mentors offer diverse scholarly and geographic perspectives. Many have been editors for leading journals and won research and teaching awards. The roster includes:

  • Roxana Barbulescu, HEC Paris
  • Daniel Beunza, City University of London
  • Erica Salvaj Carrera, Universidad del Desarrollo
  • Tiziana Casciaro, University of Toronto
  • Chad Carlos, Brigham Young University
  • Tina Dacin, Queens University
  • Giuseppe Delmestri, University of Vienna
  • Gina Dokko, UC Davis
  • Rodolphe Durand, HEC Paris
  • Dror Etzion, McGill University
  • Vibha Gaba, INSEAD
  • Daniel Geiger, Hamburg University
  • Andrew Hoffman, University of Michigan
  • Rachida Justo, IE Business School
  • Mukti Khaire, Cornell University
  • Tom Lawrence, University of Oxford
  • Brandon Lee, University of Melbourne
  • Siobhan O’Mahony, Boston University
  • Sun Hyun Park, Seoul National University
  • Trish Reay, University of Alberta
  • Chris Rider, University of Michigan
  • Lori Rosenkopf, University of Pennsylvania
  • Marvin Washington, University of Alberta
  • Klaus Weber, Northwestern University
  • Ian Williamson, UC Irvine
  • Jeff York, University of Colorado
  • Meng Zhao, NTU Singapore
  • Charlene Zietsma, Penn State University

Applications are due by June 1 and require submission of the following information via this link:

  1. Your name, email address, title, institutional affiliation
  2. Your curriculum vitae
  3. An extended abstract of a working paper on which you wish to receive feedback (5 pages maximum)
  4. An indication of three faculty mentors who are of most interest to you

Call for Papers: Special Issue of Social Psychology Quarterly on Race, Racism, and Discrimination

Social Psychology Quarterly Call for Papers
Special Issue on Race, Racism, and Discrimination

Edited by: Corey D. Fields, Verna M. Keith, and Justine E. Tinkler

In 2003, SPQ published a special issue edited by Dr. Lawrence Bobo on the social psychology of race, racism, and discrimination. We are organizing a 20th anniversary special issue on the same topic to appear in 2023.

This special issue calls for article-length and research note-length papers that seek to understand the social psychological processes that shape and are shaped by racialized social structures. We understand race to be a social construction and are open to papers that conceive of race as an independent or dependent variable. We invite empirical articles that employ quantitative and/or qualitative methods as well as theoretical articles that make important contributions to social psychological knowledge. Data collection may be conducted in the field, online, or in the laboratory, and investigations can occur at one or multiple levels of analysis. We are particularly interested in research that includes groups that have been historically underrepresented in research on race and racism (e.g., indigenous populations) and that examines social psychological processes in racialized institutions like the family, criminal justice system, education system, and in healthcare. The social psychology of race, racism, and discrimination includes but is not limited to the following topics:

·         Discrimination and bias
·         Identity
·         Intergroup relations
·         Social cognition
·         Implicit and explicit racial attitudes
·         Power and status
·         Social networks and social capital  
·         Intersectionality
·         Processes underlying health disparities
·         Health and well-being
·         Emotions
·         Interaction
·         Trust and social cohesion
·         Collective action  

Manuscripts should be submitted at by January 15, 2022. See ‘‘Submission Guidelines’’ for the submission requirements for full length articles and research notes. Please indicate in a cover letter that the paper is to be considered for the special issue on “Race, Racism, and Discrimination”.

For more information on the special issue, please feel free to contact our editorial office ( or the special issue editors, Corey D. Fields (, Verna M. Keith (, and Justine Tinkler (

ASA Resource: Counting Invisible Workload: A Resource for Faculty from Underserved Communities

Counting Invisible Workload:
A Resource for Faculty from Underserved Communities

ASA is often asked to assist faculty members in making evident to their departments and universities the huge amount of important professional work they do that is sometimes overlooked in conventional review metrics. Extensive scholarship has been done on the “invisible workload” for faculty which can be useful in your individual advocacy efforts; see, for example: Faculty Workload and Rewards Project (and additional resources at the end of this document). ASA has created a document to provide some ideas that we hope will be helpful to sociologists in beginning to think about the problem and tangible ways to mitigate it.

ASA Webinar: Community Engaged Research for Impact

Community Engaged Research for Impact Webinar

May 19, 2 p.m. Eastern/11 a.m. Pacific. 

What is community engaged research? How can researchers successfully engage with communities? How can community-researcher partnerships be sustainable and impactful? Join us for this webinar, which will address these questions and more. Panelists include representatives from community organizations and the sociologists they partner with. After an introduction to their projects, panelists will engage in a moderated dialogue about what has made their partnerships sustainable and impactful, followed by Q&A from the audience. This free webinar is co-sponsored by the ASA Section on Sociological Practice and Public Sociology and ASA’s Sociology Action Network (SAN). Closed captioning will be provided. Register here.


A New Vision for Health Care: Centering the Leadership and Expertise of Immigrants to Address Social and Structural Barriers to Health in Fort Morgan, Colorado

Karen Albright, PhD, MSW
University of Colorado School of Medicine
Denver-Seattle Center of Innovation

Maria de Jesus Diaz-Perez, PhD
Center for Improving Value in Health Care

Joe Sammen, MPH
Center for Health Progress

Traveling Mercies on the Road to Health: Journey-Mapping After Acute Care

April Dixon
Immanuel Community Church-Omaha NE

Laura L Heinemann, PhD
Creighton University

LaShaune P. Johnson, PhD
Creighton University
Creighton University at Highlander

Job Posting: PhD and Postdoc positions in Networks and Diversity, Copenhagen Business School 

PhD and Postdoc positions in Networks and Diversity,
Copenhagen Business School

Copenhagen Business School is seeking to hire a PhD fellow and a Postdoctoral researcher linked to a new research project “Equality, Diversity and Inclusion as a Moralized Market” funded by the Carlsberg Foundation (see for more info). These are 3 year positions, expected to start on September 1st (negotiable). Working with professor Florence Villesèche, these positions could be a good fit for economic sociologists eager to work in an environment that values interdisciplinarity and creativity. Link to the PhD position: PhD scholarship in Diversity studies | CBS – Copenhagen Business School Link to the Postdoc position: Postdoc in Networks and diversity research | CBS – Copenhagen Business School The deadline for applications for both positions is May 23rd. Please feel free to contact Florence Villesèche ( with any questions.

Call for Nominations: 2021 OMT Doctoral Student Consortium

2021 OMT Doctoral Student Consortium

Academy of Management Annual Meeting
August 4th, 2021


Santi Furnari, City University of London

Michel Anteby, Boston University

Call for Nominations

Nomination Deadline: (Revised) May 29th, 2021

We are pleased to announce that the Organization and Management Theory (OMT) division will once again hold a virtual Doctoral Student Consortium as part of the Academy of Management (AOM) Annual Meeting. This year the consortium will be scheduled on a dedicated “consortium day” on Wednesday August 4th, 2021.

The goal of this consortium is to orient doctoral students who are broadly interested in organizations and management as they enter the final phase of their doctoral programs. It helps prepare them for the job market and plan future careers. We aim to help students make the most of their doctoral programs, advance and publish their research, find academic jobs, manage their early career and, perhaps most importantly, establish professional networks with colleagues who share their research interest.

The consortium will include a combination of the following (all on August 4th, 2021):

  1. Live panels/presentations (recorded for those who cannot attend live), followed by breakout room discussions;
  2. Live roundtable discussions around research and teaching via breakout rooms;
  3. Randomly assigned café or drink chat sessions.

Close to 30 faculty members have confirmed their participation in this event. Many have been editors for leading journals and won prestigious research and teaching awards. They represent a range of career levels and geographies and will provide diverse perspectives. The roster includes:

·       Christine Beckman, USC
·       Sekou Bermiss, UNC Chapel Hill
·       Emily Block, University of Alberta
·       Raina Brands, London Business School
·       Daisy Chung, City University of London
·       Charlotte Cloutier, HEC Montreal
·       Lisa Cohen, McGill University
·       Joep Cornelissen, RSM Erasmus University
·       Gregoire Croidieu, EMLyon
·       Rodolphe Durand, HEC Paris
·       Karen Golden-Biddle, Boston University
·       Patrick Haack, HEC Lausanne
·       Heather Haveman, UC Berkeley
·       Greta Hsu, UC Davis
·       Dennis Jancsary, WU Vienna
·       Heeyon Kim, Cornell University
·       Rajiv Kozhikode, Simon Fraser University
·       Mukta Kulkarni, IIM Bangalore
·       Ko Kuwabara, INSEAD Singapore
·       Massimo Maoret, IESE
·       Kamal Munir,  University of Cambridge
·       Andrew Nelson, University of Oregon
·       Amandine Ody-Brasier, Yale University
·       Andrea Prado, INCAE
·       Erica Salvaj, Universidad del Desarrollo
·       Adina Sterling, Stanford GSB
·       Danqing Wang, HKUST
·       Shipeng Yan, Hong Kong City University
·      Tammar Zilber, Hebrew University

The consortium is designed to allow for high levels of faculty-student interaction. In order to maintain a high faculty/student ratio, space for this consortium remains limited. Interested students must be nominated by their schools and must be OMT members (either already or by joining now).

Doctoral programs should limit their nominations to one applicant. Universities with multiple departments seeking to send students should coordinate their nominations. Preference will be given to those students who have progressed to the dissertation stage and are either on, or considering being on, the job market in the coming year.

Several waivers of the AOM conference’s registration fees and stipends are available to support students who are interested in applying but lack budget/resources from their schools or otherwise. The revised nomination deadline is May 22, 2021

Nomination Instructions

Nominations should be submitted by the department representative who nominates the student via this online form.

As specified in the online form, nominations should include basic information about the nominated student (name, e-mail address and university affiliation) and also: 1) a confirmation that the student is (or will become) a member of the OMT division; 2) a confirmation that the student will complete doctoral coursework and comprehensive exams (or equivalent) by August 1, 2021.

In addition, the following three supporting documents should be uploaded via the online form:

  1. A brief letter from a faculty member providing a general appraisal of the nominee, including an assessment of the nominee’s progress toward a dissertation defense, expected defense date, and subject of dissertation;
  2. The nominee’s CV (including contact information, research and teaching interests, publications, and/or working papers);
  3. A 3-5 page summary of a research project on which the nominee would like to receive feedback.

Additional information about the OMT Doctoral Consortium will be available on the AOM program website closer to the date of the event.

If you have questions or concerns, feel free to contact the OMT Doctoral Consortium co-organizers:

Santi Furnari, City University of London

Michel Anteby, Boston University

We look forward to seeing you virtually at AOM!

Santi Furnari & Michel Anteby

Job Posting: Director of Diversity, Equity, and Inclusion at ASA

The American Sociological Association (ASA) invites applications for the position of Director of Diversity, Equity, and Inclusion (DEI). This is an exciting opportunity to fundamentally influence the discipline of sociology. ASA is the national professional society for sociologists, with members who work in the full range of academic institutions as well as in practice settings. Its mission is to serve sociologists in their work, advance sociology as a discipline and profession, and promote the contributions and use of sociology to society. ASA’s office is in Washington, D.C., but staff is working 100% remotely at present. A post-COVID work plan for the ASA office is still under consideration. Start date for this position will be in August.

Essential Functions

• Conceptualize and operationalize strategic direction for the association’s diversity, equity, and inclusion efforts focused on both the association and the discipline.
• Manage the ASA Minority Fellowship Program.
• Support the launch and ongoing development of identity-based communities centered on providing opportunities for engagement, leadership, connection, networking and professional development for sociologists within the broader ASA framework.
• Develop and implement relevant programming for departments and for sociologists in a variety of professional contexts that integrates and complements the efforts of the Research, Professional Development and Academic Affairs Department.
• Collaborate with organizational committees and other volunteer leadership groups in the interest of supporting relevant activities.
• Partner with external organizations to develop and/or participate in cross-disciplinary initiatives.
• Work with the communications department to develop and distribute relevant information through channels such as newsletters, website, and social media.
• Manage a departmental operating budget.
• Respond to relevant requests for assistance from members and staff.
• Serve as a member of the staff leadership team and manage additional responsibilities as assigned by the Executive Director.

Reporting Structure

The Director of DEI reports to the Executive Director and has supervisory responsibility for an assistant with half-time allocation to the department.

Job Classification


Preferred Qualifications

It is important to note that these qualifications are preferred. We recognize that there are several professional profiles that could be well suited to this position. Should your profile vary in some ways from the qualifications listed and you think you can be successful in this endeavor, please do not hesitate to apply. Additionally, this position could be filled on an ongoing employment basis or as a two-year temporary position.

• Ph.D. in sociology or closely related discipline.
• At least five years of relevant professional experience or equivalent.
• Familiarity with current discussions regarding diversity, equity, and inclusion in higher education and other professional contexts relevant for sociologists.
• Project management experience; a good ability to choose among alternatives and identify key priorities for work; ability to successfully manage multiple projects at once.
• Strong work ethic; ability to work independently and in collaboration with teams; excellent interpersonal skills; excellent communication skills.


Salary is competitive and commensurate with experience. A full benefits package is provided.

To apply

Please submit a substantive cover letter and resume to Nancy Kidd, Executive Director, at Your letter should indicate if you are applying for an ongoing position or a two-year temporary post. Review of applications will begin immediately and continue until someone has been hired.

Advancing diversity, equity, and inclusion is a priority for ASA. We are committed to recruiting a diverse applicant pool from underrepresented groups. ASA is an equal opportunity employer.