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Angélica S. Gutiérrez, Ph.D. - Loyola Marymount University. Los Angeles, CA, US

Angélica S. Gutiérrez, Ph.D.

Associate Professor of Management, College of Business Administration | Loyola Marymount University







2015 Alumni Hall of Fame Alumni Inductee - Angélica S. Gutiérrez El éxito hispano en Estados Unidos 60 Second Lectures: Dr. Angélica Gutiérrez



You can contact Angélica S. Gutiérrez at Angelica.Gutierrez@lmu.edu.

Angélica S. Gutiérrez, Ph.D. earned her B.A. in Political Science and Sociology with honors at UCLA, M.P.P at the University of Michigan, Ph.D. at UCLA Anderson School of Management, and was a Postdoctoral Fellow at the National Center for Institutional Diversity at the University of Michigan Ross School of Business.

Recognized as one of the “World’s Best 40 Under 40 Business Professors,” Dr. Gutiérrez teaches Leadership, Negotiations, and Diversity Management at the undergraduate and graduate (MBA, MSM, Executive MBA) levels at LMU, and is the Director of the Master of Science in Management program. Additionally, she is a contributor for Inc. Magazine and writes articles on diversity, minority businesses, negotiations, and impostor syndrome.

Dr. Gutiérrez has presented her research on diversity and the impostor syndrome at national and regional academic conferences, and for organizations in the non-profit, public, and private sectors, including the Federal Reserve Bank of New York, SoCal Gas, Kraft-Heinz, Hispanic Chambers of Commerce, The Wonderful Company, Hasbro, Mattel, Abbott, Google, Fullscreen Studios, and universities across the nation.

Consistent with her commitment to reducing gender and racial pay disparities, Dr. Gutiérrez also teaches employment negotiations to organizations that serve minoritized groups, including National Latina Women Business Association, Riordan Programs, Adelante Mujer Latina, UCLA Black Business Student Association, Latino Alumni Association, Asian American Pacific Islander Association, Women In Tech, Society of Hispanic Professional Engineers, Los Angeles Cleantech Incubator, and Harvard Medical School – Cambridge Health Alliance.

Education (3)

UCLA: Ph.D., Management 2012

University of Michigan at Ann Arbor: MPP, Public Policy 2003

UCLA: B.A., Political Science and Sociology 2000


Areas of Expertise (7)


Diversity & Inclusion

Workplace Recruitment


Retention Policies

Impostor Syndrome

Women and Ethnic Minority Representation in Leadership

Accomplishments (3)

World’s Best 40 Business Professors Under 40 (professional)


Awarded by Poets & Quants

Latina of Influence (professional)


Awarded by Hispanic Lifestyle for her accomplishments and community service.

Next Generation Latinas (professional)


Next Generation Latinas is awarded by Latina Magazine, an award that honors Latinas who have made a significant impact in their respective communities as role models, mentors and leaders, and exhibit a strong commitment to the empowerment of other Latinas.

Languages (1)

  • Spanish

Media Appearances (6)

Can college scandal make Latino students rethink 'impostor syndrome' guilt?

NBC News  online


Angélica Gutiérrez shares expert insights on the imposter syndrome.

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5 Steps to Conquer Impostor Syndrome

Quartz at Work  online


Angélica Gutiérrez was featured in this article on how to transform feelings of inadequacy to realize your full potential.

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Mirror, Mirror on the Wall, Who's Not the Fairest of Them All?

Diversity Professional  online


Angélica Gutiérrez wrote an article for Diversity Professional magazine on the imposter syndrome.

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Preparing the Next Generation of Business Leaders

Univision  tv

Recognized as a Latina of influence and one of the World's Best 40 Under 40 Business Professors, Dr. Gutierrez is committed to not only educating business students but also instilling in them the belief that they have the capacity to serve as leaders and make a positive impact in this world.

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Channeling Oprah To Inspire MBA Students

Poets and Quants  online


When she’s in the classroom at Loyola Marymount teaching and helping to shape the next generation of business leaders, Angelica Gutierrez likes to channel her inner Oprah. Just like the long-time talk show host, Gutierrez uses her position as a platform to impact and enhance the lives of her audience.

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ABC 7 Vista L.A. Salutes Dr. Angélica S. Gutiérrez

ABC 7/Vista LA  tv


One of few Latinas to earn a Ph.D. from the UCLA Anderson School of Management, Dr. Angélica S. Gutiérrez has done extensive research on diversity and inclusion in universities and the workplace, and the effects of stereotypes on negotiations. She hopes to increase the representation of ethnic minorities in business school and to diversify corporate America.

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Event Appearances (1)

Flipping Cultural Scripts to Counter Impostor Syndrome and Negotiate Effectively

Michigan Hispanic Chamber of Commerce  Virtual


Articles (5)

It’s Not Impostor Syndrome but the ‘Impostorization’ of Employees That Leads to Job Dissatisfaction and Turnover

DiversityInc Best Practices


As professionals, we may view others as highly intelligent, talented and successful, but how do we view ourselves? “Impostors” is probably not the answer most of us would provide, at least not publicly. In reality, some of us will view ourselves as frauds, fearing that it is only a matter of time before someone discovers that we really do not belong in the spaces or positions we occupy. Collectively, these feelings and fears are referred to as impostor syndrome. While the term “syndrome” suggests it may be a health condition, and early research indicated that it was a personality trait, studies have demonstrated that impostor syndrome has various origins, including our childhood experiences and the unrealistic competence standards that we establish for others and ourselves.

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Too many Asian-American students in universities? The effect of social dominance motives on support for admissions limits (in press)

Journal of Social Psychology

This paper tests the hypothesis that support for limits on the admission of Asian students into universities is motivated by people’s social motivation – namely the desire to maintain the status hierarchy. Study 1 found that, among participants who evaluated a proposed limit to the number of Asian applicants admitted to universities, social dominance orientation (SDO) was positively related to policy support. Conversely, among participants who evaluated a proposed limit on White admits, SDO was negatively related to policy support. Study 2 found that the perceived threat of the group getting admitted at high rates explained differential support of policies that seek to limit group-specific admissions. In all, these findings suggest that attitudes toward changes in campus demographics may be rooted in a desire to maintain the status hierarchy.

Social dominance orientation moderates reactions to Black and White discrimination claimants

Journal of Experimental Social Psychology


We suggest that because racial discrimination claims made by Blacks potentially challenge the legitimacy of racial inequality, whereas racial discrimination claims made by Whites potentially reinforce the legitimacy of racial inequality, social dominance orientation (SDO) may differentially predict reactions to Black and White discrimination claimants.

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Are admissions decisions based on family ties fairer than those that consider race? Social dominance orientation and attitudes toward legacy vs. affirmative action policies

Journal of Experimental Social Psychology


This paper tests the competing hypotheses that social dominance orientation (SDO) reflects a specific desire to protect ingroup interests vs. a general desire to maintain status hierarchies by examining attitudes toward hierarchy-enhancing (i.e., legacy) and hierarchy-attenuating (i.e., affirmative action) selection policies.

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Perspective-taking and empathy: Generalizing the reduction of group bias toward Asian Americans to general outgroups

Asian American Journal of Psychology


Research finds inducing empathy toward an Asian American movie character reduces explicit prejudice toward other Asian American individuals (Shih, Wang, Trahan & Stotzer, 2009).

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