Workplace Diversity Research Group

Industrial/Organizational Psychology

Lab Personnel

Lab Director


Eden King (CV)
Associate Professor, Department of Psychology

Dr. Eden King joined the faculty of the Industrial-Organizational Psychology program at George Mason University after earning her Ph.D. from Rice University in 2006. Dr. King is pursuing a program of research that seeks to guide the equitable and effective management of diverse organizations. Her research integrates organizational and social psychological theories in conceptualizing social stigma and the work-life interface. This research addresses three primary themes: 1) current manifestations of discrimination and barriers to work-life balance in organizations, 2) consequences of such challenges for its targets and their workplaces, and 3) individual and organizational strategies for reducing discrimination and increasing support for families.

In addition to her academic positions, Dr. King has consulted on applied projects related to climate initiatives, selection systems, and diversity training programs, and she has worked as a trial consultant. She is currently an Associate Editor for the Journal of Management and the Journal of Business and Psychology and is on the editorial boards of the Academy of Management Journal and the Journal of Applied Psychology. Dr. King was honored to receive the State Council of Higher Education of Virginia's Rising Star Award in 2011.

Graduate Students


Afra Ahmad (Website| CV)
Doctoral Candidate, Industrial-Organizational

Afra Ahmad is a sixth year doctoral student in the Industrial/Organizational Psychology program at George Mason University. She is a local, born and raised in Woodbridge, Virginia and is a proud Mason alumna. She graduated in 2008 with a B.A. in Psychology and a minor in Islamic Studies. Her research has been published in leading journals of the field including Personnel Psychology and she has conducted cross-cultural work while abroad on the Fulbright Fellowship in the United Arab Emirates. Currently, she is finishing up her dissertation in which she is examining the influence of contextual factors on religious workplace discrimination.

Her primary research interests include diversity and cross-cultural issues in the workplace. She is involved in research projects with topics related to age diversity, religious minorities, LGBT individuals, women and ethnic leaders. In addition, she is working with Dr. Seth Kaplan and several other students in developing and testing an intervention to help employees improve their workplace emotions.




Alex Paul Lindsey (Website|CV)
Doctoral Candidate, Industrial-Organizational Psychology

Alex is a fifth year student in the industrial/organizational psychology doctoral program at George Mason University. He received his undergraduate degree in psychology from Indiana University Purdue University Indianapolis (IUPUI), where he will be returning as an Assistant Professor starting this summer! Alex's research interests include diversity, inclusion, and the general well-being of employees in the workplace, with a focus on prejudice and discrimination reduction strategies. Alex's dissertation focuses on the affective and motivational drivers of diversity training effectiveness in addition to the organizational and individual difference boundary conditions of these effects.






Issac E Sabat (Website|CV)
Doctoral Candidate, Industrial-Organizational Psychology

Isaac Sabat is a fourth year doctoral student in the Industrial/Organizational Psychology program. He was raised in South Florida, and moved to Houston, Texas to complete his undergraduate studies at Rice University. He is very excited about returning to Texas as an assistant professor in Industrial/Organizational Psychology at Texas A&M University beginning in the Fall of 2016. His research interests include all topics relevant to the psychology of discrimination. He has traditionally focused on identifying barriers to stigmatized individuals in the context of the workplace, but is also interested in studying the identity management strategies used by these individuals to remediate negative interpersonal and intrapersonal outcomes. He seeks to conduct research that can potentially benefit the lives of these stigmatized employees within and outside of the workplace.




Ashley Membere(Website|CV)
Doctoral Student, Industrial-Organizational Psychology

Ashley Membere is a 3rd year doctoral student in the Industrial/Organizational Psychology program at George Mason. Originally from Wichita, Kansas, she earned her Bachelor of Arts in Psychology at Rice University in 2013.

Ashley's overall research interests include diversity, discrimination, and well-being in the workplace. Ashley's specific research interests focus on how multiple identities, such as race and gender, can create unique experiences and outcomes for individuals in the workplace.



Ho Kwan

Ho Kwan Cheung(Website|CV)
Doctoral Student, Industrial-Organizational Psychology

Ho Kwan Cheung is a second year doctoral student in the Industrial/Organizational Psychology program at George Mason University. She spent half her life in Hong Kong and half in New Jersey before going to Penn State University for her undergraduate studies, where she received her bachelor degrees in Psychology with a specialization in I-O and Spanish and did research on voice behavior and alcoholism in the workplace. Her research interests include diversity, discrimination, and work-family interface, with a focus on understanding the experience of women in the workplace and how women navigate work and non-work domain. She is currently involved in various projects examining gender discrimination, harassment, management of invisible stigma, diversity training, and work-family conflict/facilitation.




Hannah Markell(CV)
Doctoral Student, Industrial-Organizational Psychology

Hannah Markell is a first year doctoral student in the Industrial/Organizational Psychology program at George Mason University. She is originally from Westchester, NY and completed her Bachelor of Arts in Philosophy-Neuroscience-Psychology at Washington University in St. Louis in 2013 and spent the past two years in Philadelphia at the University of Pennsylvania researching psychotherapy process and outcome. Her research interests include racial and gender discrimination in the workplace, and examining statistical methodology. She is currently advised by Eden King and Jose Cortina.





Tracy McCausland,PhD (Website| CV)
Associate Behavioral Scientist at RAND Corporation

Tracy McCausland finished her PhD in Industrial-Organizational Psychology at George Mason University (Virginia) in 2014 after completing her dissertation on age differences in training, which was supported by the Alfred P. Sloan Foundation. She is originally from Albuquerque, New Mexico and completed her B.S. in Psychology at Davidson College (North Carolina) in 2009. Currently, she is an Associate Behavioral Scientist at the RAND Corporation, a nonprofit research institution, in Santa Monica, California. She primarily works on manpower, personnel, and training issues for the military. Her recent work includes validating and evaluating the implementation of gender-neutral, physical standards for occupations that were closed to women (as of December 2015); examining the training and retention of cyber experts; and investigating the effectiveness leadership training. Other research interests include age diversity and multiteam systems.





Kristen Jones, PhD (CV)
Assistant Professor of Psychology

Kristen Jones earned her Ph.D. in Industrial/Organizational Psychology from George Mason University in 2013 after completing her undergraduate work at the University of Virginia in 2008. Though she is currently an Assistant Professor of Psychology at Washington State University, she will be starting as an Assistant Professor of Management at the University of Memphis in Fall 2016, where she will teach courses related to human resource management and organizational behavior. Her research investigates the manifestation and implications of contemporary forms of discrimination for employees and organizations with an emphasis on building understanding of the unique challenges faced by women and mothers at work. In addition to highlighting the challenges that stem from discrimination, her research aims to pose fair and equitable solutions to mitigate these challenges and truly leverage the benefits of diverse workplaces. Her work has been published in outlets such as the Journal of Management and Human Resource Management and has been recognized through grants from the Society of Human Resource Management (SHRM) Foundation, the Society for Industrial and Organizational Psychology (SIOP), American Psychological Association (APA), and the Society for the Psychological Study of Social Issues (SPSSI).




Amanda Anderson, PhD (CV)
Independent Consultant

Amanda received her PhD in I/O Psychology from GMU in 2015 and is currently working as an independent consultant. She received her bachelor's degree in psychology from the University of Virginia and her master's degree in I/O psychology from GMU. Amanda's research interests include diversity, inclusion, work/life integration, and methods to reduce discrimination. Her research has examined individual and organizational strategies to reduce discrimination and improve opportunities in the workplace for women and other marginalized groups. Amanda has continued to conduct diversity-related research after graduating from GMU. For example, she is currently working on an extension of her dissertation research examining methods to reduce hiring discrimination against mothers.




Whitney Botsford Morgan, PhD (CV)
Assistant Professor of Management, University of Houston-Downtown

Whitney Botsford Morgan uses her training in Industrial and Organizational Psychology as the foundation for examining interpersonal dynamics in the workplace, specifically how diversity with regard to gender and family status affect personal, professional, and organizational outcomes. She has two streams within her research program. First, she seeks to provide theoretical and empirical evidence that guides the emergence and reduction of bias toward diverse individuals. Second, she studies issues related to work-family conflict that contribute to the effective management of the increasingly integrated work and family domains. Given that issues related to gender and family status affect many aspects of the workplace, she publishes on a range of topics including selection, affect/emotion, decision-making, developmental work experiences, organizational citizenship behaviors, counterproductive work behaviors, and reputation. Her research appears in outlets such as Journal of Management, Journal of Applied Psychology, and Human Resource Management Review. A recent research study published in the Journal of Applied Psychology was featured in the Huffington Post (, How Pregnant Women Can Minimize Job-Searching Discrimination (December, 2013). In addition, she sits on the Editorial Board for the Journal of Business and Psychology, and has consulted on applied projects including competency modeling, role clarification, workforce analysis, and entry-level selection systems.




Lisa Gulick, PhD (CV)
Senior Consultant, Executive & Talent Development, Nous Group, Australia.

Lisa Gulick specializes in the design and development of leadership and talent solutions that enable leaders to have true impact on their people and organizations. She has a Ph.D. in Industrial -Organizational Psychology with a focus on leadership, developmental experiences and diversity & inclusion. Lisa is also an experienced practitioner at competency modelling, training design and evaluation, change management and organizational diagnostics. She has worked across several industries, including financial services, telecommunications, and the public sector. She has authored several publications and presentations for professional journals, books and conferences on topics including leadership development, cross-cultural competence and diversity and inclusion.





Katherine Ryan, PhD (CV)
Senior Program Manager, Global Talent Management at Amazon

Dr. Katherine Ryan is currently a senior program manager at Amazon. She applies data-driven and innovative approaches to building robust talent programs and leadership capabilities. She has a track-record of success leading multidisciplinary teams across impactful talent management projects and initiatives. Dr. Ryan has published empirical research related to diversity and cross-generational issues in the workplace and served as an Innovation Fellow in the GovLab at Deloitte where she researched emerging trends shaping the public sector and its leaders. She holds a Ph.D. in Industrial/Organizational Psychology from George Mason University, and a B.A. in Psychology and Spanish from the University of Notre Dame.