I study how gender and family transitions (re)produce labor market inequality and work opportunities, including labor force participation, hiring outcomes, stereotypes and bias, and wages and salary.

I have two main lines of work. First, I uncover essential theoretical and empirical processes related to gender and racial discrimination in hiring processes. In my dissertation, I focus on how perceptions around future childbearing risk shape stereotypes and hiring, as well as the role of organizations in reproducing inequalities. Second, I study how family transitions shape labor market trajectories and outcomes and how this relationship varies by gender. Throughout my work, I apply an intersectional lens to account for the variation that exists across different dimensions of inequality like race and ethnicity, and social class.

I combine these substantive interests with novel data collection and use a range of methods—including experimental methods, computational methods, quantitative survey analyses, and qualitative interviews.

Discrimination in the Labor Market


“Gender and Racial Discrimination in Hiring Before and During the COVID-19 Pandemic: Evidence from a Field Experiment of Accountants, 2018-2020," with Koji Chavez and Kate Weisshaar, published in Work & Occupations.

Ongoing Projects

A New Dimension of the Motherhood Penalty: Perceptions of Future Childbearing Risk. While we know that mothers, compared to childless women, experience labor market penalties, I argue we are missing how women are perceived in terms of their future childbearing risk. In my dissertation, I examine this novel theoretical concept using three empirical studies in the United States.

Gender and Racial Discrimination in Hiring. With Drs. Kate Weisshaar and Koji Chavez, we conducted a large-scale audit correspondence study to analyze how discrimination changes across job levels and job-applicant skill matching.