My research focuses on the production and circulation of psychological knowledge in corporate management practices. From the personality tests I explore in my dissertation, to corporate wellness programs, and to unconscious bias training seminars, I am interested in the intersections of psychological techniques, economic value, and identity. I am currently working on several research projects in two broad areas, each with two sub-projects.

History of Diversity Management

  • A project on the history and contemporary uses of the Implicit Association Test: how did this popular online test, and the theory of “implicit bias” that underlies it, become a dominant paradigm to understand and change racial and gender discrimination?
  • In collaboration with Bretton Fosbrook, I am working on a project that historicizes the business case for diversity by examining management literature and practices and policy documents from the late 1980s-early 1990s.

Computing Psychology, 1970s-now

  • One project examines the transition from paper and pencil personality tests to computer based, and then online personality tests. I examine how psychologists and computer specialists debated the validity of administering and interpreting personality tests with computers, situating these debates in broader histories of algorithms and expertise.
  • A project with Luke Stark that examines psychology in human/computer interaction, specifically how some IT designers in the 1970s/1980s adopted personality tests to understand user experience with computers and the ideal personality traits of programmers & programming teams.











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