Janice is a PhD candidate in Organization Studies at the Schulich School of Business at York University. She is also the current lab manager of the GEDI Lab. She completed her BA in Psychology at Western University in 2017, and her MSc in Organizational Behaviour and Human Resource Management at the Lazaridis School of Business and Economics at Wilfrid Laurier University in 2020.

Using both quantitative and qualitative methods, her research broadly examines the need for equity, diversity, and inclusion in the workplace, along with possible interventions. Current projects of hers specifically use an intersectional lens while considering male allyship for gender equity, while newer work explores the experiences of job seekers with disabilities. 

When not working on research, she may be found with friends and family, traveling, listening to music, dancing, or thrifting.

Learn more about Janice via her website.

Awards:

• SSHRC Doctoral Fellowship, 2023 - 2025

• Recipient of the RHR Kendall-Evans Award for the best student paper at the 2022 annual meeting of the Canadian Psychological Association 

• Top Accepted Paper within the Gender and Diversity in Organizations Division of the Academy of Management in 2022*

• Ontario Graduate Scholarship, 2020-2021, 2021-2022, 2022-2023

Selected Conference Presentations:

• Lam, J.Y., Hideg, I., Bosak, J., & Heilman, H. (2025, July 25 – 29). Male allyship: Effects of communality perceptions on men’s career outcomes. In “Targets, Actors, and Observers: Adding Perspective and Nuance to Allyship Engagement”. Symposium accepted for the 85th Annual Meeting of the Academy of Management, Copenhagen, Denmark.

• Lam, J.Y., & Shen, W. (2025, May 21 – 24). Invisible weight: The pressure behind diversity, equity, and inclusion. In “Unsung Efforts: The Essential, Under-recognised DEI and Mental Labour Powering Workplaces”. Symposium conducted at the European Association of Work and Organizational Psychology’s 22nd Congress, Prague, Czech Republic.

• Lam, J.Y., Moke, J., Lyons, B., & Samosh, D., (2025, April 7 – 11). Responses to job candidate disclosure of bipolar disorder: The role of identity management strategies and educational affiliation  [Paper presentation]. 4th Annual Symposium for Disability and Accessibility, Yale University.

• Lam, J.Y., Hideg, I., Bosak, J., & Heilman, M.E. (2024, August 9 – 13). Male allyship: How appearing communal affects men’s careers. In M. Andresen, J. Bosak, and T. Hall (chairs), Career outcomes and diversity: New scholarship and directions. Symposium conducted at the 84th Annual Meeting of the Academy of Management, Chicago, Illinois, United States of America.

• Lam, J.Y., Moke, J., Lyons, B., & Samosh, D., (2024, August 9-13). Bipolar disorder disclosure: How identity management and educational affiliation matter. In A. Dutli and A.S. Gabriel (chairs), New directions in facilitating and supporting stigmatized conversations in the workplace. Symposium conducted at the 84th Annual Meeting of the Academy of Management, Chicago, Illinois, United States of America.

• Samosh, D., Lam, J.Y., & Lyons, B. (2023, August 4-8). Observer responses to job candidate disclosure of bipolar disorder: Do identity management strategies and educational affiliation matter? [Paper presentation]. 83rd Annual Meeting of the Academy of Management, Boston, Massachusetts, United States of America. 

• Shen, W., Lam, J.Y., Varty, C., Krstic, A., & Hideg, I. (2022, August). Diversity climate affords unequal protection against COVID-19 workplace incivility for Asian workers. [Paper presentation]. 82nd Annual Meeting of the Academy of Management, Seattle, Washington, United States of America

• *Krstic, A., Varty, C., Shen, W., Hideg, I., & Lam, J.Y. (2022, August). Consequences of the Unequal Division of Cognitive Labor on Women’s Work Ouctomes During the Pandemic. [Paper presentation]. 82nd Annual Meeting of the Academy of Management, Seattle, Washington, United States of America.

Selected Publications:

• Paustian-Underdahl, S., Devine, R., Hideg, I., Lamont, B., Holmes, M., & Lam, J.Y. (in-press). Mind the gap: A psychological and structural perspective on activist shareholders’ targeting of women CEOs. Journal of Management.

• Krstić, A., Shen, W., Varty, C. T., Lam, J.Y., & Hideg, I. (2025). Taking on the invisible third shift: The unequal division of cognitive labor and women’s work outcomes. Psychology of Women Quarterly, 49(2), 205-219. https://doi.org/10.1177/0361683251330284

• Shen, W., Lam, J.Y., Varty, C., Krstic, A., & Hideg, I. (2024). Diversity climate affords unequal protection against incivility among Asian workers: The COVID-19 pandemic as a racial mega-threat. Applied Psychology: An International Reviewm, 73(1), 34-56. https://doi.org/10.1111/apps.12462 

• Shen, W., Hideg, I., Lam, J., Varty, C., & Krstic, A. (2021, April 27). Research: Why some D&I Efforts Failed Employees of Chinese Descent. Harvard Business Review. https://hbr.org/2021/04/research-why-some-di-efforts-failed-employees-of-chinese-descent

Heather is a PhD student in Organization Studies at Schulich School of Business, York University. She received her Master of Science degrees in Business and Management Research from Erasmus Research Institute of Management (Rotterdam) and Michigan State University.

Heather’s research examines how organizations and workplaces can be designed to center access and inclusion. Her current projects investigate the limits of compassion toward workers with invisible disabilities and explores how we can move beyond individual accommodations to create organizations where access is built in from the start.

Prior to academia, she worked in marketing and product management, and taught English in France. Outside of work, Heather’s favourite places in the city include Toronto’s forests, ravines, and gardens, and she enjoys engaging with art in all its forms. She can be contacted at hwong37@schulich.yorku.ca. 

Awards:

• 2024 to 2027 Canada Graduate Scholarship (CGS) Doctoral (formerly Joseph-Armand Bombardier)

• 2022 Schulich Entrance Scholarship of Merit PhD 

• 2022 Quantitative Training for Intersectional Diversity in Engineering Fellowship 

• 2021 Michigan State University Colleges’ Online Learning Academy Fellows Program

• 2015-2017 Erasmus Research Institute of Management Entrance Scholarship Masters 

Conference Presentations:

• Varty, C. T., Hideg, I., & Wong, H. W. (June, 2025). I'll Believe it When I See It: Widespread Use of Diversity Statements Undermines Perceived Sincerity and Organizational Attraction. Poster presentation at the annual meeting of the Canadian Psychological Association, St. John’s, Newfoundland.

• Johnson, S. J., & Wong, H. W. (April, 2025). Beyond Accommodations, Toward Care and Community in the University. Communities of Care Symposium, University at Buffalo, NY.

• Koval, C.Z., Wong, H.W., Ferris, D.L., & Hideg, I. (August, 2023). Perceptions of EDI Leaders in Organizations. Symposium conducted at the annual meeting of the Academy of Management Conference, Boston, MA.

• Perry, J.L., Wong, H.W., & Roberson, Q.M. (August, 2022). From Idealism to Internalization: Understanding the Phases of Leader Inclusiveness. Symposium conducted at the annual meeting of the Academy of Management Conference, Seattle, WA. (hybrid).  

Julie is a PhD candidate in Organizational Behavior at the Desautels Faculty of Management at McGill University. Prior to that, she completed her BSc with honors in Psychology at Trent University and MSc in Management at the Lazaridis School of Business and Economics at Wilfrid Laurier University.

She studies how social networks and gender influence career success, using a combination of archival field studies, surveys, lab and online experiments. Specifically, one line of her research explores whether the social networks of people around us offer unique benefits to our career beyond our own networks, and whether this differs for men and women. Another line of her research focuses on the role of benevolent sexism - a subtle form of sexism reflecting the view of women as wonderful but weak and thus should be protected, in biasing evaluations of men- and women-led startups. With her research, she hopes to contribute to the efforts to understand the factors contributing to gender inequality at work and to identify effective strategies to promote workplace gender diversity and equality.

Find out more about Julie and her work at her website.

Awards:

● Kaufman Foundation Best Student Paper Award from the Gender and Diversity Division (GDO) of the Academy of Management for a paper co-authored with Dr. Ivona Hideg, Dr. Yuval Engel, and Dr. Frédéric Godart, 2020.

● Ontario Graduate Scholarship for international students, 2018 - 2019, 2019 - 2020.

Conference presentations:

● Nguyen, N., Hideg, I., Engel, Y., &  Godart, F. (August, 2020). The gender gap in start-up funding: The role of investors’ benevolent sexism. Paper presented at the virtual Academy of Management, Vancouver, British Columbia. *Received Kaufman Foundation Best Student Paper Award from the Gender and Diversity Division

(GDO)

● Nguyen, N. & Hideg, I. (June, 2019). The gender gap in entrepreneurship: The role of benevolent sexism in underfunding of female led-ventures. Presented at the annual meeting of the Canadian Psychological Association, Halifax, Nova Scotia.

Jean is an ORGS PhD student in the Administration program at the Schulich School of Business. His doctoral research is supervised by Drs. Winny Shen and Brent J. Lyons. He also received his Specialized Honors BA in Psychology from York University, where his thesis topic was "Inter-professional decision-making in healthcare: A scoping review."

His research interests focus on the social and organizational barriers that contribute to collaboration between workers from diverse backgrounds. He is exploring these themes in studies examining identity management strategies, interracial interactions, and

organizational climates of diversity. The implications of these studies can help us understand how we can maximize the potential we can get from working well with each other, regardless of stigmatized identities.

 Link to LinkedIn Profile: www.linkedin.com/in/jean-m-moke

 Link to Twitter account: https://twitter.com/JeanMoke4

Awards and Honours:

•  2022; Anthony P. Cunliffe Award [$500]

•  2021; York University Continuing Student Scholarship [$1000]

•  2021; Robert J. Tiffin Student Leadership Award

•  2021; YUHH Dean’s Honor Roll

•  2018; York University Provost’s Award [$500]

Refereed Conference Papers

• Krivacek, S., Livne-Tarandach, R., Burgess, R., Heng, Y. T., Moke, J., Nielsen, J., Alonso, N. (2022). Bringing Compassion into Business: The Role of Self/Other Compassion in Organizational Relationships. Academy of Management Proceedings. https://doi.org/10.5465/AMBPP.2022.10983symposium 

Victoria completed her PhD and MSc in Management with the OB/HRM group at the Lazaridis School of Business and Economics at Wilfrid Laurier University as well as holds a BA with Honours in Psychology from the University of Guelph. As of July 2022, she joined York University’s School of Administrative Studies as a tenure-track Assistant Professor of Management.

Her research interests primarily lie within the work-life interface, spanning a variety of questions that all revolve around the way people experience and manage the intersection of their work and nonwork lives (e.g., spillover; boundary work; support). Her interest in working with Dr. Hideg and the GEDI lab comes from a related stream of research examining equity and inclusion in the workplace as well as gender inequality more broadly. In particular, how women and men have different experiences in and across work, family, and personal roles and the consequences of the unique challenges these groups may face.

Outside of academia, Victoria is an avid horsewoman and competitive rider, and loves to explore the world.

Awards:

• Winner of the Best Paper Award, 2023 Academy of Management Annual Meeting – DEI Division (with co-authors, Amanda Sargent and Linda Shanock) 

• Received Award for Outstanding Work at the Graduate Level from Wilfrid Laurier University, Fall 2022 Convocation

• SSHRC Joseph-Armand Bombardier Canada Graduate Scholarship, 2019-2022

• Recipient of the HRPA-founded Human Resources Research Institute’s Best Master’s Thesis Award, 2019

• Ontario Graduate Scholarship for Doctoral Level, 2017, 2018 

Select Publications: 

• Daniel, V. L., & Zhan, Y. (in press). Wearing different hats enriches one’s “thinking outside the box”: Examining the relationship between personal life activity breadth and creativity at work. Journal of Applied Psychology. 

Select Conference Presentations:

• Daniel, V. L.*, Sargent, A*, & Shanock, L. (2023, August). Putting the behaviors into family-supportive supervision: The development of a behavioral typology. Paper accepted to be presented at the Academy of Management Annual Conference, Boston, USA.
  *Denotes shared first authorship.

• §  Daniel, V. L., & Shen, W. (2022, June). Opening up the black box: A “think-aloud” approach to unpacking how people interpret work-family conflict measures. Paper presented at the Work-Family Research Network Biennial Conference, New York City, NY.

• Varty, C., Daniel, V. L., Hideg, I., & Zhan, Y. (2019, August). The effects of faculty race and gender on potential supervisee’s selection of a graduate supervisor. Paper presented at the Academy of Management Annual Conference, Boston, USA.

Sam is an Assistant Professor of Human Resource Management in the DAN Department of Management & Organizational Studies at Western University Sam received her Ph.D. and MSc in Management (OB/HRM) from the Lazaridis School of Business & Economics at Wilfrid Laurier University and a BA Honours (First class) in Psychology from the University of Calgary. 

Her research interests focus on women in leadership, and she examines this topic from multiple angles. Sam examines others’ perceptions of female vs. male instigated conflict and interventions to address differential effects. She investigates perceptions of women in leadership positions by examining the Queen Bee Phenomenon—what it is, why it is so damaging, and who is more likely to be labeled a Queen Bee with her colleague, Dr. Winny Shen. Her work with Dr. Hideg in the GEDI lab has looked at the interaction of gender and accent in predicting hireablilty and examining the other side of the Glass Cliff, that is, women’s role in accepting glass cliff positions. Finally, her newest stream of research examines perceptions and experiences of neurodivergent individuals in the workplace.

She currently teaches Research Methods, EDI-D in the Workplace, and Recruitment & Selection at Western. Sam is also the Program Coordinator for CSIOP. Outside of academia Sam enjoys taking ballet class and walking her dogs.

Link to LinkedIn Profile: https://www.linkedin.com/in/sehancock27/

Link to Twitter account: https://twitter.com/HRMWithSam 

Grants: 

• Samuel Clark Research Fund, Faculty of Social Science, $5,000

• SSRHC IDG (PI: Dr. Anastasia Stuart-Edwards), $60,804

• SSHRC Explore $6,900

• Dancap Faculty Research Award 2023, $2,072.

• Dancap Faculty Research Award 2022, $3,012.90

Publications:

• Hideg, I., Hancock, S., & Shen, W. (2023). Women with Mandarin accent in the Canadian English-speaker hiring context: Can evaluations of warmth undermine gender equity? Psychology of Women Quarterly, 47, 402-426. https://doi.org/10.1177/03616843231165475

• Hideg, I., Shen, W., & Hancock, S. (2021). What is that I hear? An interdisciplinary review and research agenda for non-native accents in the workplace. Journal of Organizational Behavior, advance online publication. https://doi.org/10.1002/job2591

• O’Neill, T. A., Hancock, S., McLarnon, M. J. W., & Holland, T. (2019). When the SUIT fits: Constructive controversy training in face-to-face and virtual teams. Negotiation and Conflict Management Research, 13, 44-59. https://doi.org10.1111/ncmr.12154

Anja is an Associate Professor in the School of Human Resource Management at York University. She earned her PhD in Organizational Behaviour/Human Resource Management (OB/HRM) from the Lazaridis School of Business & Economics at Wilfrid Laurier University. Prior to that, she completed the Master of Science (MSc) program in OB/HRM and has a background in Psychology (BSc, Honours).  Anja’s research interests include diversity and inclusion and organizational justice. Her main area of research has been focused on work-family policies and their impacts on employees’ career outcomes and, ultimately, gender equality. In particular, she has examined how maternity leave length can impact the career outcomes of women who are aspiring to upper-level positions and how the negative effects of taking a longer maternity leave can be mitigated. For her doctoral dissertation, Anja has been examining the other side of the coin: the effect of taking a paternity leave on men’s career outcomes. In her spare time, she likes to read, explore new places, and is always on the lookout for good espresso. 

Awards:

• Recipient of the Distinguished Winner of the Responsible Research in Management Award (recognizing “excellent scholarship that focuses on important issues for business and society using sound research methods with credible results”) from the International Association for Chinese Management Research (IACMR) and the Responsible Research in Business & Management (RRBM). To be presented at the annual meeting of the Academy of Management in Boston, Massachusetts (2019, August)

• Recipient of the RHR Kendall Award for Best Student Paper at the annual meeting of the Canadian Psychological Association in Ottawa, Ontario (2015, June)

Publications:

• Hideg, I., Krstic, A., Trau, R. N. C., & Zarina, T. (2018). The unintended consequences of maternity leaves: How agency interventions mitigate the negative effects of longer legislated maternity leaves. Journal of Applied Psychology, 103, 1155-1164. https://doi.org/10.1037/apl0000327

  • 2019 Distinguished Winner of the Responsible Research in Management Award co- sponsored by IACMR/RRBM

• Hideg, I., Krstic, A., Trau, R. N. C., & Zarina, T. (September 14, 2018). Do longer maternity leaves hurt women’s careers? Harvard Business Review, online. https://hbr.org/2018/09/do-longer-maternity-leaves-hurt-womens-careers

Selected Conference Presentations:

• Krstic, A., & Hideg, I. (2019, August). The effect of taking a paternity leave on men’s career outcomes: The role of communality perceptions. Paper to be presented at the annual meeting of the Academy of Management, Boston, Massachusetts. *Rated as top 10% of all accepted submissions.

• Krstic, A., & Hideg, I. (2019, April). Enhancing communality: The effect of taking a paternity leave on men’s career outcomes. Paper presented at the annual meeting of the Society for Industrial and Organizational Psychology, Washington, DC.

Komal is a Lecturer in International Management at the Newcastle University Business School, U.K. She is passionate about helping organizations recognize and comprehend the strengths of diversity, particularly in emerging economies. Having lived and worked in several countries, including India, Spain, Canada, and the U.K., she has first-hand experience of managing the unique challenges associated with diverse environments. Her aim is to improve the way individuals and organizations cope with language and gender diversity. 

Komal’s received her PhD in International Management from the University of Victoria where she studied the impact of within-headquarter language diversity on the emergence of social identity related linguistic clusters during the implementation of on-the-job training programs. She further explored how the dynamics between language, dialects and gender transformed the clusters over time. In her other projects, she is investigating the relationship between language and gender diversity in multinational environments as well as the impact of non-native accents on boundary spanning abilities of leaders in global virtual teams. 

Komal is a member of the scientific committee and Board of Directors of GEM&L,  and the Equality, Diversity and Inclusion working group at Newcastle University Business School. She teaches several undergraduate and graduate international business and diversity management courses. Outside academia, Komal enjoys reading fiction, travelling and spending time with her family.

Awards:

• Alan M. Rugman Young Scholar Award, Academy of International Business Virtual Conference, 2020.

• Jawl PhD Student Scholarship for Research Excellence, 2019      

• Finalist for The Aalto University School of Business “That’s Interesting!” Award, Academy of International Business, Minneapolis, USA 2018.

• WAMMY Award, Western Academy of Management, Palm Springs, USA, 2017

University of Victoria Graduate Fellowship 2014-2019Selected Publications:

• Szymanski, M., Kalra, K., & Alon, I. (2021). Multilingual and Multicultural Managers’ Effects on Team Performance: Insights from Professional Football Teams. Multinational Business Review.

• Szymanski, M., & Kalra, K. (2020). Performance Effects of Interaction between Multicultural Managers and Multicultural Team Members: Evidence from Elite Football Competitions. Thunderbird International Business Review.

• Kalra, K., Szymanski, M., & Olszewska, A. (2018). Do all roads lead to global leadership? Three approaches to teaching global leadership in modern business schools. In Advances in Global Leadership (pp. 257-279). Emerald Publishing Limited.

Peter is a fifth-year PhD student in the OB/HRM group at Laurier, working under the supervision of Dr. Chet Robie. He is also an Assistant Professor of Organizational Behavior and Human Resource Management at the Ted Rogers School of Management, Ryerson University. Peter completed his BBA and BCS at Wilfrid Laurier University and the University of Waterloo respectively in 2015, and his MSc under the supervision of Dr. Chet Robie in 2016. Peter has been working in the EDGE Lab since September 2013, and has worked as a Research Assistant with several faculty members in the Lazaridis School of Business and Economics since then. Peter is currently working with Dr. Hideg exploring concepts related to employment equity (affirmative action), socioeconomic status and paternity leave. Peter's primary research interests are personnel selection, with an emphasis on personality assessments and personality faking, and workplace diversity, particularly with respect to personnel selection.

Peter's spare time is spent teaching and training Muay Thai at the University of Waterloo and around the city with Waterloo Muay Thai.

Find out more about Peter on his personal/professional website.

Refereed Conference Presentations:

• Fisher, P. A., Hideg, I. & Ferris, D. L. (2017, June). Modern Classism: Economic System Justifying Beliefs and Lack of Support for Class-Based Employment Equity. Paper presented at the Annual Meeting of the Canadian Psychological Association, Toronto, Ontario  

• Hideg, I., Fisher, P. A. (2016, August). Are Class-Based Affirmative Action Policies More Supported than Race-Based Affirmative Action Policies? Paper presented at the Annual Meeting of the Academy of Management, Anaheim, California. 

You can view his CV here.