Shelley J. Correll

Professor (by courtesy), Organizational Behavior

Shelley J. Correll

Professor of Organizational Behavior (by courtesy)

Professor of Sociology, School of Humanities and Sciences
Academic Area:

Additional Administrative Titles

Barbara D. Finberg Director, Clayman Institute for Gender Research and Sciences
Director, Stanford VMware Women’s Leadership Innovation Lab
Co-Director, LGBTQ Executive Leadership Program


Shelley J. Correll is professor of sociology and (by courtesy) organizational behavior at Stanford University, where she directs the Stanford VMware Women’s Leadership Innovation Lab and previously directed the Clayman Institute for Gender Research. 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 Stanford Graduate School of Business, including in the first LGBTQ executive education program offered by a top business school. She is codirector of the Program for Women Leaders in Major League Baseball at 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 the Clayman Institute director. Under Correll’s directorship, the Clayman Institute received the 2019 President’s Awards for Excellence Through Diversity.

Academic Degrees

  • PhD, Stanford University, 2001
  • MA, Stanford University, 1996
  • BS, Texas A&M University, 1989

Academic Appointments

  • Michelle Mercer and Bruce Golden Family Professor of Women’s Leadership, Stanford University, 2019–present
  • Professor, Department of Sociology, Stanford University, 2012–present
  • Professor (by courtesy), Organizational Behavior, Stanford GSB, 2012–present
  • Barbara D. Finberg Director, Michelle R. Clayman Institute for Research on Gender, Stanford University, 2010–2019
  • Associate Professor, Department of Sociology, Stanford University, 2008–2012
  • Associate Professor, Department of Sociology, Cornell University, 2005–2009
  • Codirector, Cornell NSF ADVNACE Center, Cornell University, 2006–2008
  • Assistant Professor, Department of Sociology, Cornell University, 2003–2005
  • Assistant Professor, Department of Sociology, University of Wisconsin-Madison, 2001–2003


Journal Articles

Julia L. Melin, Shelley J. Correll
Proceedings of the National Academy of Sciences
August 1, 2022 Vol. 119 Issue 32
Shelley J. Correll, Katherine R. Weisshaar, Alison T. Wynn, JoAnne Delfino Wehner
American Sociological Review
December 2020 Vol. 85 Issue 6 Pages 1022–1050
Elise Tak, Shelley J. Correll, Sarah A. Soule
Social Forces
January 22, 2019 Vol. 98 Issue 2 Pages 548-577
Alison T. Wynn, Shelley J. Correll
Social Studies of Science
February 2018 Vol. 48 Issue 1 Pages 149-164
Shelley J. Correll
Gender & Society
December 1, 2017 Vol. 31 Issue 6 Pages 725-750
Shelley J. Correll, Cecilia L. Ridgeway, Ezra W. Zuckerman, Sharon Jank, Sara Jordan-Bloch, Sandra Nakagawa
American Sociological Review
April 1, 2017 Vol. 82 Issue 2 Pages 297-327

Academic Publications

Shelley J. Correll, Lori Mackenzie
Harvard Business Review
September 13, 2016


Executive Education & Other Non-Degree Programs

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Act with power, navigate the workplace, and take the lead with new strategies and tactics in this unique women’s leadership program.
Act with power, strengthen negotiating skills, learn to manage teams, and lead with impact in this unique leadership program for women on the rise.
Build your career and network with a specialized leadership program for LGBTQ+ executives, the first of its kind from a leading business school.

In the Media

Insights by Stanford Business

December 12, 2022
Eleven articles to help you work, lead, and collaborate better.
September 06, 2022
A virtual program focused on interpersonal abilities boosts work satisfaction for women starting off in STEM.
March 24, 2022
Some of our favorite articles about breakthroughs, biases, and bosses.
April 28, 2021
How negative stereotypes about men and women creep into a process intended to be meritocratic.
March 19, 2021
An interview with Zoom’s CEO. A crisis-leadership playbook. A podcast on virtual presentations. And a word on how to close shop gracefully.
June 08, 2020
Beware of letting the COVID-19 crisis exacerbate established biases, warns a focus group of corporate and nonprofit leaders.
March 29, 2019
Gender bias can negatively affect what we think about products made by women, especially in male-oriented markets.
December 19, 2018
Stanford GSB faculty recommend books, articles, and movies related to the concept.
May 22, 2018
The problem isn’t just the pipeline. Companies struggle to attract women through bad recruiting practices.
April 19, 2018
Stanford GSB professors recommend their favorite books and articles related to the concept.
January 16, 2018
Modest, daily actions that target bias are the “building blocks to larger change.”
July 28, 2016
Why women have stalled and what can be done about it.