Biography
Erika V. Hall is an Associate Professor of Organization and Management at the Goizueta Business School at Emory University. As a trained social psychologist, her research explores the powerful impact of stereotypes and the hidden content within them.
Hall earned a PhD in Management & Organizations from the Kellogg School of Management at Northwestern University. Professor Hall's work has appeared in academic journals such as Academy of Management Review, Journal of Applied Psychology, Psychological Science, and American Psychologist, and media outlets such as The New York Times, The Washington Post, The Atlantic, and NPR. In 2016, she was honored as one of the “The World’s Best 40 Under 40 Business Professors” in Poets & Quants. Prior to graduate school, Hall was a Research Associate at Harvard Business School.
Education
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PhD in Management & OrganizationsKellogg School of Management, Northwestern University
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BS in FinanceRobert H. Smith School of Business, University of Maryland
Measuring Racial Discrimination Remotely: A Contemporary Review of Unobtrusive Measures
Perspectives on Psychological Science
May 29, 2025
2022
Social-science researchers have increasingly moved from conducting their studies in a face-to-face format to an online format. Although new and innovative remote platforms afford researchers generalizability and scale, many of these platforms also tend to solicit socially desirable responses.
Social-science researchers have increasingly moved from conducting their studies in a face-to-face format to an online format. Although new and innovative remote platforms afford researchers generalizability and scale, many of these platforms also tend to solicit socially desirable responses.
What’s in a Name? The Hidden Historical Ideologies Embedded in the Black and African American Racial Labels
Psychological Science
May 29, 2025
2021
History can inconspicuously repeat itself through words and language. We explored the association between the “Black” and “African American” racial labels and the ideologies of the historical movements within which they gained prominence (Civil Rights and Black Power, respectively).
History can inconspicuously repeat itself through words and language. We explored the association between the “Black” and “African American” racial labels and the ideologies of the historical movements within which they gained prominence (Civil Rights and Black Power, respectively).
MOSAIC: A model of stereotyping through associated and intersectional categories
Academy of Management Review
May 29, 2025
2019
Despite increased awareness of a wide range of demographics, existing theory fails to adequately explain how the stereotypes associated with multiple demographic categories (e.g., Black, female, gay, Muslim) combine to influence evaluations of employees. We present MOSAIC—a model of stereotyping through associated and intersectional categories—to explain how stereotypes from various demographic categories influence the expectations for, and visibility of, employees.
Despite increased awareness of a wide range of demographics, existing theory fails to adequately explain how the stereotypes associated with multiple demographic categories (e.g., Black, female, gay, Muslim) combine to influence evaluations of employees. We present MOSAIC—a model of stereotyping through associated and intersectional categories—to explain how stereotypes from various demographic categories influence the expectations for, and visibility of, employees.
Composition and compensation: The moderating effect of individual and team performance on the relationship between Black team member representation and salary
Journal of Applied Psychology
May 29, 2025
2019
Despite considerable focus on how the demographic composition of a workplace (e.g., the representation of minorities, women) may adversely affect the salaries of all individuals within that workplace, few researchers have investigated the factors that may impede this deleterious effect.
Despite considerable focus on how the demographic composition of a workplace (e.g., the representation of minorities, women) may adversely affect the salaries of all individuals within that workplace, few researchers have investigated the factors that may impede this deleterious effect.
A Review of Compensatory Strategies to Mitigate Bias
Personnel Assessment and Decisions
May 29, 2025
2019
Experiences of bias and discrimination remain pernicious obstacles for many individuals. Both micro- and macro-level interventions are necessary to eliminate and/or mitigate these negative experiences. This review focuses on micro-level interventions, specifically, five types of compensatory strategies that targets can use to eliminate and/or mitigate the bias and discrimination they experience
Experiences of bias and discrimination remain pernicious obstacles for many individuals. Both micro- and macro-level interventions are necessary to eliminate and/or mitigate these negative experiences. This review focuses on micro-level interventions, specifically, five types of compensatory strategies that targets can use to eliminate and/or mitigate the bias and discrimination they experience
Reexamining the Link Between Economic Downturns and Racial Antipathy: Evidence That Prejudice Against Blacks Rises During Recessions
Psychological Science
May 29, 2025
2018
Scholars have long argued that economic downturns intensify racial discord. However, empirical support for this relationship has been mixed, with most recent studies finding no evidence that downturns provoke greater racial animosity. Yet most past research has focused on hate crimes, a particularly violent and relatively infrequent manifestation of racial antipathy.
Scholars have long argued that economic downturns intensify racial discord. However, empirical support for this relationship has been mixed, with most recent studies finding no evidence that downturns provoke greater racial animosity. Yet most past research has focused on hate crimes, a particularly violent and relatively infrequent manifestation of racial antipathy.
Black and blue: Exploring racial bias and law enforcement in the killings of unarmed black male civilians
American Psychologist
May 29, 2025
2016
In late 2014, a series of highly publicized police killings of unarmed Black male civilians in the United States prompted large-scale social turmoil. In the current review, we dissect the psychological antecedents of these killings and explain how the nature of police work may attract officers with distinct characteristics that may make them especially well-primed for negative interactions with Black male civilians.
In late 2014, a series of highly publicized police killings of unarmed Black male civilians in the United States prompted large-scale social turmoil. In the current review, we dissect the psychological antecedents of these killings and explain how the nature of police work may attract officers with distinct characteristics that may make them especially well-primed for negative interactions with Black male civilians.
Medium and Message: Globalization and innovation in the production field of Indian fashion
Organization Studies
May 29, 2025
2016
How do unconventional innovations become accepted in creative industries? To uncover the process by which conventions changed in the field of Indian fashion, we analysed the content of all 586 articles on fashion published in India’s leading fashion magazine during a 20-year period.
How do unconventional innovations become accepted in creative industries? To uncover the process by which conventions changed in the field of Indian fashion, we analysed the content of all 586 articles on fashion published in India’s leading fashion magazine during a 20-year period.
A rose by any other name?: The consequences of subtyping “African-Americans” from “Blacks”
Journal of Experimental Social Psychology
May 29, 2025
2015
Racial labels often define how social groups are perceived. The current research utilized both archival and experimental methods to explore the consequences of the “Black” vs.“African-American” racial labels on Whites' evaluations of racial minorities. We argue ...
Racial labels often define how social groups are perceived. The current research utilized both archival and experimental methods to explore the consequences of the “Black” vs.“African-American” racial labels on Whites' evaluations of racial minorities. We argue ...
Gender Profiling A Gendered Race Perspective on Person–Position Fit
Personality and Social Psychology Bulletin
May 29, 2025
2015
The current research integrates perspectives on gendered race and person–position fit to introduce the concept of a gender profile. We propose that both the “gender” of a person's biological sex and the “gender” of a person's race ...
The current research integrates perspectives on gendered race and person–position fit to introduce the concept of a gender profile. We propose that both the “gender” of a person's biological sex and the “gender” of a person's race ...
Gender Matching 2.0: Gendered Demographic Groups and Positions in Person-Position Fit
Northwestern University
May 29, 2025
2014
Gender researchers have explored how females and males are funneled into sex-typed positions due to perceived differences in femininity and masculinity. Traditionally, researchers only focused on the femininity and masculinity that emanates from one's biological sex, however, contemporary research suggests that different races, nationalities, and sexual orientations are also perceived to be feminine or masculine...
Gender researchers have explored how females and males are funneled into sex-typed positions due to perceived differences in femininity and masculinity. Traditionally, researchers only focused on the femininity and masculinity that emanates from one's biological sex, however, contemporary research suggests that different races, nationalities, and sexual orientations are also perceived to be feminine or masculine...
Gendered races implications for interracial marriage, leadership selection, and athletic participation
Psychological Science
May 29, 2025
2013
Six studies explored the overlap between racial and gender stereotypes, and the consequences of this overlap for interracial dating, leadership selection, and athletic participation. Two initial studies captured the explicit and implicit gender content of racial ...
Six studies explored the overlap between racial and gender stereotypes, and the consequences of this overlap for interracial dating, leadership selection, and athletic participation. Two initial studies captured the explicit and implicit gender content of racial ...
The hubris penalty: Biased responses to “Celebration” displays of black football players
Journal of Experimental Social Psychology
May 29, 2025
2012
We posit that pride and arrogance are tolerated for high-status group members but are repudiated for low-status group members. Thus, we predict that Blacks, but not Whites, who behave arrogantly will be penalized. Specifically, we investigated the context of penalties ...
We posit that pride and arrogance are tolerated for high-status group members but are repudiated for low-status group members. Thus, we predict that Blacks, but not Whites, who behave arrogantly will be penalized. Specifically, we investigated the context of penalties ...
Gendered Races: Implications for Interracial Marriage, Leadership Selection, and Athletic Participation
Sage Publications
May 29, 2025
2013
Six studies explored the overlap between racial and gender stereotypes, and the consequences of this overlap for interracial dating, leadership selection, and athletic participation. Two initial studies captured the explicit and implicit gender content of racial stereotypes: Compared with the White stereotype, the Asian stereotype was more feminine, whereas the Black stereotype was more masculine.
Six studies explored the overlap between racial and gender stereotypes, and the consequences of this overlap for interracial dating, leadership selection, and athletic participation. Two initial studies captured the explicit and implicit gender content of racial stereotypes: Compared with the White stereotype, the Asian stereotype was more feminine, whereas the Black stereotype was more masculine.