Erika V. Hall joined the Goizueta Business School faculty in 2014. Hall earned a PhD in Management & Organizations from the Kellogg School of Management at Northwestern University. Her research focuses on the influence of race, gender, and class-based biases on interactions within the workplace and the broader society. Further, Professor Hall looks at how leaders with multiple minority identities are perceived in teams and organizations. 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.
Areas of Expertise (4)
Race Gender and Class in the Workplace
Minorities in Organizations
Organization and Management
Kellogg School of Management, Northwestern University: PhD, Management & Organizations 2014
Robert H. Smith School of Business, University of Maryland: BS, Finance 2007
Media Appearances (8)
Stop Giving Digital Assistants Female Voices
The New Republic online
Consistently representing digital assistants as female matters a lot in real life: it hard-codes a connection between a woman’s voice and subservience.
Armour: The real reason behind criticism of Cam Newton
Livingston and Erika V. Hall found that, despite black players making up 65% of the NFL in 2010-11, they received 91% of the unsportsmanlike conduct penalties called after touchdowns that year...
The world only has ugliness for black women. That’s why Serena Williams is so important
But the problem is longer and wider than the dimensions of the tennis court. In a series of papers, Emory University business professor Erika V. Hall and her colleagues have found that in everything from business, to dating, to sports, research participants routinely associate gender stereotypes with racial groups. Black people, regardless of gender are perceived to be more masculine. Asian people, regardless of gender, are perceived to be more feminine. Blackness was associated with words like “masculine, vigorous, strong, muscular, and burly,” whereas being Asian was associated with words like “feminine, graceful, gentle, beautiful, and delicate.”...
At the intersection of race, gender and STEM
Daily KOS online
New research, co-authored by Joan C. Williams of the University of California's Hastings College of Law, Kathrine W. Phillips of the Columbia Business School, and Erika V. Hall of Emory University's Goizueta Business School, has taken a look at gender bias, with particular emphasis on gender bias against women of color in science. Studying the existing literature and conducting interviews and a survey, they reported on the four most common patterns of sexual bias...
“It’s the Blackness that scares everybody”: Why white people favor “African-Americans”
A new study from professor Erika Hall of Emory University’s Goizueta Business School suggests that white people have a far more negative view of the term “Black” than they do of the term “African-American.” For instance, study participants routinely concluded that a person had a higher level of education and job status, if that person was referred to as African-American rather than Black. “Only 38.46% of participants in the Black racial label estimated that the target was in a managerial position, while 73% of the targets in the African-American racial label condition estimated that the target was in a managerial position.”...
According to a New Study, Blacks Are Losing Out to—Wait for It—African Americans
The Root online
Erika V. Hall, a professor at the Goizueta Business School at Emory University, conducted a study published in the Journal of Experimental Social Psychology during which a group of white participants from across the country were asked a series of questions about scenarios relating to people identified as “black” or “African American.” The results were pretty startling...
Whites view the term “African-American” more favorably than “black”
The Washington Post online
Despite the fact that the word “Negro” has been widely considered offensive for decades, the term remained in our country’s official vocabulary for a surprisingly long time. Only last year did the Census stop listing it as an option, and only earlier this month did the Army officially end the practice that allowed service personnel to be addressed as “Negro.”...
Expanding the Pie in Negotiations
IEDP Developing Leaders online
According to Erika Hall, assistant professor of organization and management, Goizueta Business School at Emory University, there are three important metrics to know before entering into negotiations: the reservation price, the target price, and the best alternative to a negotiated agreement price (BATNA). The reservation price is the seller’s bottom line, she explains.
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 ...
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 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...
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 ...
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 ...