Areas of Expertise (6)
Groups and Teams
Ethics and Morality
Negotiations and Conflict Resolution
Laura Kray is a leading expert on the social psychological barriers influencing women’s career attainment. Kray is the recipient of multiple research awards from the Academy of Management, the International Association of Conflict Management, and the California Management Review. Kray is a fellow to both the Association for Psychological Science and the Society for Personality and Social Psychology. From 2017 to 2018, she was a Fellow at the Center for Advanced Study in the Behavioral Sciences at Stanford University. Some of her current research seeks to debunk popular myths about the gender pay gap and to identify solutions to gender inequality in the workplace.
Kray’s research has been supported multiple times by the National Science Foundation and has been featured in a wide range of media outlets, including the Washington Post, New Yorker, National Public Radio, Harvard Business Review, New York Times, Financial Times, Slate, Forbes, Huffington Post, Daily Beast, Scientific American, Businessweek, and Time.
In addition to research and teaching, Kray consults frequently with global organizations seeking to develop the next generation of leaders who are committed to addressing issues of diversity and inclusion. Kray founded the Women’s Executive Leadership Program of Berkeley Executive Education in 2008 and she remains the faculty director today. She is also the faculty director of the Center for Equity, Gender, and Leadership.
University of Washington: PhD, Psychology
University of Michigan Ann Arbor: BA, Organization Studies
Honors & Awards (9)
Best Practitioner-Oriented Paper Award, Academy of Management Organizational Behavior Division
Best Empirical Paper Award, International Association of Conflict Management Meeting, New York, NY
Most Influential Paper Award: 2000-2003; Conflict Management Division, Academy of Management Meeting, Anaheim, CA
Faculty research grants, University of California
Junior Faculty Research Grant, University of California
Schwabacher Fellow, Highest honor for Assistant Professors, Haas School of Business,
“Club 6,” Recognition for Excellence in Teaching, Haas School of Business
Office of the President’s Academic Enrichment Grant, University of California
Best Empirical Paper Award, International Association of Conflict Management Meetings, Cergy, France
Selected External Service & Affiliations (5)
- Fellow, Center for Advanced Study in the Behavioral Sciences, Stanford University, 2017-18
- Member: Society of Experimental Social Psychology, Academy of Management, Association for Psychological Science, International Association of Conflict Management, Society for Personality and Social Psychology, Society of Experimental Social Psychology
- Editorial Board: Journal of Personality and Social Psychology, California Management Review
- Ad-hoc reviewer: Science, Psychological Review, Psychological Bulletin, Administrative Science Quarterly, Journal of Personality and Social Psychology, Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, Journal of Experimental Social Psychology, Management Science, National Science Foundation, Personality and Social Psychology Bulletin, Journal of Experimental Social Psychology
- Fellow, Women and Public Policy Program, Kennedy School of Government, Harvard University, Fall 2012
Positions Held (1)
At Haas since 2002
2010 – present, Warren E. & Carol Spieker Professor of Leadership, Haas School of Business
2007 – 2010, Associate Professor & Harold Furst Chair of Management Philosophy and Values, Haas School of Business
2005 – 2007, Associate Professor, Haas School of Business
2002 – 2005, Assistant Professor, Haas School of Business
1999 – 2002, Assistant Professor, Eller College of Business and Public Administration, University of Arizona
1997 – 1999, Post-Doctoral Fellow, Dispute Resolution Research Center, Kellogg Graduate School of Management, Northwestern University
Media Appearances (13)
Men and women ask for pay raises at the same rate — but men get them more often
Researchers are continuing to make new insights about gender inequality in the workplace. Prof. Laura Kray, Ned and Carol Spieker Chair in Leadership and Faculty Director of the Center for Equity, Gender, and Leadership, and Postdoctural Scholar Margaret Lee are studying cover letters written by MBA students in a classroom simulation. They found that people rate the cover letters written by the female MBA students as “more sensitive to the relationship” and more “carefully crafted.” “Based on all best practices in negotiations and what we’re able to discern in the cover letters, there is some indication that, if anything, women were doing a better job,” Kray said.
MBA students at Haas School of Business on mission to help women level financial playing field
"Where the biggest differences are coming out between men and women is in the stocks, stocks options, and stock grants that they are getting," said Prof. Laura Kray, Warren E. and Carol Spieker Chair in Leadership.
Reducing the pay gap is not about negotiating
A frequent explanation for the gender pay gap is that women earn less because they are not good at negotiating. But the explanation for the pay gap is more complicated than that, says Prof. Laura Kray, Warren E. and Carol Spieker Chair in Leadership.
Berkeley Haas MBA Students Fight the Gender Pay Gap
Clear Admit online
The gender pay gap is still alive and well in business, particularly in the tech industry. The article cites recent research by Prof. Laura Kray and Margaret Lee, a post-doctoral fellow with the Center for Equity, Gender, and Leadership (EGAL), which found that part of the pay gap may come from implicit biases that lead men to be put in charge of larger teams.
The Business Case for Positive Company Culture
Inclusivity actually helps outcomes, and the makeup of the company is important. Panelists cited work by Prof. Laura Kray, Warren E. and Carol Spieker Chair in Leadership, that has found that if people view images or videos of women as CEOs, or underrepresented minorities in senior positions, they are statistically more likely to view those people as being capable in those roles.
Gratitude has a dark side
Work by Prof. Laura Kray, Warren E. and Carol Spieker Chair in Leadership, has found that asking people to imagine how their lives would look if a critical turning point had never happened can lead to an increased sense of meaning and appreciation for what they have.
NC Election Fraud, Negotiation Deceit, Earthquakes, Pain, Bananas at Risk
Top of Mind radio
Who lies more when selling a car with an oil leak? In this interview, Prof. Laura Kray, Warren E. and Carol Spieker Chair in Leadership, said, "We find that men tend to have lower ethical standards in negotion."
7 creative flirting tips you’ve probably never tried
The Datemix online
The article looks at a study by Prof. Laura Kray, Warren E. and Carol Spieker Chair in Leadership, on how flirting can pay off in negotiations. "The key is to flirt with your own natural personality in mind," she said.
Improving Workplace Culture, One Review at a Time
The New Yorker online
Some of the site’s biggest enthusiasts are those advocating for social change. Laura Kray, a social psychologist studying gender in the workplace, told me, “In terms of academic research, if your goal is to increase gender equality, it’s hard to come up with a downside of greater transparency.”
Not Just Hollywood: How To Create A Gender-Inclusive Company
Laura Kray and Laura Howland of Berkeley, with Alexandra Russell and Lauren Jackman of Stanford, have studied how men and women think about gender roles as fixed versus malleable, and how those beliefs affect their defense of the status quo.
The old salary history question could be on its way out for good
Laura Kray, a professor of leadership at UC Berkeley’s Haas School of Business who studies the role of gender in negotiations, praised the new laws as “a way of ensuring that disadvantages at one point in time don’t have ongoing consequences into future jobs” for women.
California legislation aims to narrow the gender pay gap
Laura Kray is a professor of leadership at University of California, Berkeley’s Haas School of Business, and she researches the role of gender in salary negotiations. She supports AB 1209.
When Women Are More Likely to Lie
Huffington Post online
In contrast, research by Professor Laura Kray of UC Berkeley and Assistant Professor Maryam Kouchaki of Northwestern University found that men are the opposite: They do not compromise their ethical standards under social pressure regardless of whether they’re advocating for themselves or anyone else.
Selected Research Grants (2)
The Role of Counterfactual Mind-sets in Debiasing Group Decisions
Decision, Risk, & Management Sciences program. National Science Foundation
Gender Stereotypes and the Gender Gap: A New Look at Female-Male Negotiations
Co-funded by the POWRE and Decision, Risk, & Management Sciences programs. National Science Foundation
Selected Papers & Publications (14)
Maryam Kouchaki and Laura J.Kray
Laura J. Kray, Michael P. Haselhuhn
Laura J. Kray and Jessica A. Kennedy
2018 Winner of Best Practitioner-Oriented Paper Award, Academy of Management OB Division
Michael P. Haselhuhn, Maurice E. Schweitzer, Laura J. Kray, Jessica A. Kennedy
Cynthia S. Wang, Jennifer A. Whitson, Eric M. Anicich, Laura J. Kray, and Adam D. Galinsky
Laura J. Kray, Laura Russell, Alexandra G. Howland, Lauren M. Jackman
Jessica A.Kennedy, Laura J. Kray and Gillian Ku
Sonia K. Kang, Adam D. Galinsky, Laura J. Kray, and Aiwa Shirako
Kray, L. J. & Kennedy, J.A.
Haselhuhn, M.P., Kennedy, J.A., Kray, L.J., Van Zant, A.B., & Schweitzer, M.E
Van Zant, A.B., & Kray, L.J.
Laura J. Kray, Jessica A. Kennedy, Alex B. Van Zant
Kray, L. J., Locke, C., & Van Zant, A.
Laura J. Kray and Michael P. Haselhuhn
Founding Faculty Director of Women’s Executive Leadership Program, UC Berkeley Executive Education
Leading High Impact Teams