Shelley Correll

Michelle Mercer and Bruce Golden Family Professor of Women’s Leadership
Director of Stanford VMware Women’s Leadership Innovation Lab
Professor of Sociology, Stanford University
Professor, by courtesy, of Organizational Behavior, Stanford Graduate School of Business
Ph.D., Stanford University, 2001
M.A., Stanford University, 1996
B.S., Texas A&M University, 1989
Shelley Correll

Shelley J. Correll is professor of sociology and organizational behavior at Stanford University, where she directs the Stanford VMware Women’s Leadership Innovation Lab. Her expertise is in the areas of gender, workplace dynamics and organizational culture. Correll is committed to uncovering and removing the biases and barriers that limit women’s full participation in society. Her research on the “motherhood penalty” demonstrates how motherhood influences the workplace evaluations, pay and job opportunities of mothers. Her current research uncovers how gender stereotypes and organizational practices limit the advancement and retention of women in technical jobs. Correll has published more than 30 articles on these topics. Correll’s research has received numerous awards, including the 2008 Distinguished Article Award, Sex and Gender section; from the American Sociological Association, the 2009 Rosabeth Moss Kanter Award for Excellence in Work Family Research; and recognition for Extraordinary Contribution to Work Family Research in 2018. With her colleagues, Correll is currently designing and evaluating “small wins” interventions to increase diversity and inclusion outcomes in modern workplaces. Her research has been profiled in The New York Times, The Atlantic, The Wall Street Journal, Harvard Business Review, and other leading media publications.

Correll is an award-winning teacher and mentor. In 2016, she was awarded the SWS Feminist Lecturer Award and in 2017, the SWS Feminist Mentor Award, both from Sociologists for Women in Society. Correll has conducted executive seminars and management development programs internationally. She frequently teaches in Executive Education at the Stanford Graduate School of Business, including in the first LGBTQ executive education program offered by a top business school. She is Co-Director of the Program for Women Leaders in Major League Baseball at the Stanford Graduate School of Business. In addition to her teaching and research activities, Correll has been an active change agent in academia, having earned the Alice H. Cook and Constance E. Cook Award, Cornell University in 2008, for work to improve the climate for women at Cornell and elsewhere, and more recently, through her work as Clayman Institute Director. Under Correll’s directorship, the Clayman Institute received the 2019 President’s Awards for Excellence Through Diversity.

Latest Publications

Journal Articles & Book Chapters

Correll, Shelley J., Katherine R. Weisshaar, Alison T. Wynn and JoAnne Delfino Wehner. 2020. “Inside the black box of organizational life: The gendered language of performance assessment.”  American Sociological Review 85(6): 1022-1050.

Tak, Elise, Shelley J. Correll and Sarah A. Soule. 2019. “Gender inequality in product markets: When and how status beliefs transfer to products.” Social Forces. soy125

Hart, Chloe Grace, Alison Dahl Crossley and Shelley J. Correll. 2018. “Leader messaging and attitudes towards sexual violence. Socius 4:1-14.

Alison T. Wynn and Shelley J. Correll. 2018. “Puncturing the pipeline: Do technology companies alienate women in recruiting sessions?” Social Studies of Science 48(1): 149-164.

Correll, Shelley J., Cecilia L. Ridgeway, Ezra Zuckerman, Sharon Jank, Sara Jordan Bloch, Sandra Nakagawa.  2017.  “It’s the conventional thought that counts: How third-order inference produces status advantage.” American Sociological Review 82(2): 297-327.

King, Molly M., Carl T. Bergstrom, Shelley J. Correll, Jennifer Jacquet, Jevin D. West. 2017. “Men set their own cites high: Gender and self-citation across fields and over time.”  Socius 3: 1-22. 10.1177/2378023117738903

Correll, Shelley J. 2017. “Reducing gender biases in modern workplaces: A small wins approach to organizational change.” Gender & Society 31(6): 725-750.

Correll, Shelley J., Erin L. Kelly, Lindsey Trimble-O’Connor, Joan C. Williams. 2014. “Redesigning, redefining work.” Work and Occupations 41(1): 5-19.  

Correll, Shelley J.; Benard, Stephen; Paik, In; 2007. "Getting a Job: Is there a motherhood penalty?” pages 1297-1338 in American Journal of Sociology. 

West, Jevin D., Jennifer Jacquet, Molly M. King, Shelley J. Correll, Carl T. Bergstrom. 2013. The role of gender in scholarly authorship. PLOS ONE 8(7). e66212. 

Benard, Stephen and Shelley J. Correll. 2010. “Normative discrimination and the motherhood penalty.” Gender & Society 24: 616-646.

Correll, Shelley J, Stephen Benard, and In Paik. 2007. “Getting a job: Is there a motherhood penalty?” American Journal of Sociology 112: 1297-1338.

Correll, Shelley J. 2004. “Constraints into Preferences: Gender, Status and Emerging Career Aspirations.” American Sociological Review 69:93-113.

Ridgeway, Cecilia L. and Shelley J. Correll. 2004. “Unpacking the gender system: A theoretical perspective on cultural beliefs in social relations.” Gender & Society 18(4): 510-531.

Correll, Shelley J. 2001. “Gender and the career choice process: the role of biased self-assessments.” American Journal of Sociology 106 (6): 1691-1730.


McClatchy Hall, Building 120, Room 210B