Andrea Jones-Rooy, Ph.D.Endogeneity, Diversity, and How to Make Your Company BetterEndogeneity refers to situations where we are trying to understand the effect of one variable on another variable, but that second…Dec 9, 2019Dec 9, 2019
Andrea Jones-Rooy, Ph.D.Diversity December №1: Causal Mechanisms!Welcome to the first entry in the Diversity December diversity and social science extravaganza! We’re kicking off by talking about one of…Dec 3, 2019Dec 3, 2019
Andrea Jones-Rooy, Ph.D.How game theory can help us understand why diversity is hardDiversity is pretty much about three things: How people interact, who is rewarded by institutions, and the differences in our starting…Jun 28, 2019Jun 28, 2019
Andrea Jones-Rooy, Ph.D.One very concrete way to think about privilegePrivilege is a common topic in diversity conversations, though it’s less mainstream than unconscious bias and microaggressions. I suspect…Jun 21, 2019Jun 21, 2019
Andrea Jones-Rooy, Ph.D.What we really mean when we talk about unconscious biasUnconscious bias is probably the most widely used term in discussions of diversity. It’s used so much that, in my experience, two…Jun 14, 2019Jun 14, 2019
Andrea Jones-Rooy, Ph.D.Three types of diversityI’ve talked a big game about the importance of defining diversity.Jun 7, 2019Jun 7, 2019
Andrea Jones-Rooy, Ph.D.A Call to Scientific Arms on DiversityThere are three things I observe many organizations getting wrong when it comes to diversity: focusing on symptoms rather than causes…May 31, 20191May 31, 20191
Andrea Jones-Rooy, Ph.D.Culture and institutions are your two levers for change[Culture] and [Institutions] are the two pillars that hold up this world. -Cersei Lannister.May 23, 2019May 23, 2019
Andrea Jones-Rooy, Ph.D.The managerial case for diversityThis week I introduce my own argument for diversity. I call it the managerial case because I’ve never had a head for marketing.May 16, 2019May 16, 2019
