Suspenion bridge at night

The mission of GW-BRIDGE (Building Research Interdisciplinarily to Advance Gender Equity) is to advance research conducted at the George Washington University related to gender equity in organizations by connecting scholars who do research in this area using different disciplinary lenses. GW-BRIDGE fosters these connections by organizing meetings and events, sharing resources and information related to organizational gender equity research, and promoting cross-disciplinary research collaborations. It also facilitates connections to researchers and groups external to GW who do research on this topic.


Keynote Presentations

Dr. Ashleigh Shelby Rosette, Senior Associate Dean of Executive Programs, Duke University Fuqua School of Business, and James Vincent, Professor of Leadership, Duke University Fuqua School of Business

ABSTRACT: The prevailing assumption in the study of women in the workplace is that gendered descriptive and prescriptive perceptions are generalized across all racial groups of women. Dr. Rosette's research drills down to a more granular level using an intersectionality lens to take a more nuanced look within the superordinate category of women. Her goal is to understand how distinct stereotypes attributed to racial subgroups of women can account for their differing work experiences and biases that influence leadership aspirations. This research brings to the forefront how different conclusions can be made across numerous workplace phenomenon when women subgroups are examined rather than a single superordinate category of women.

Ellen Kossek, Basil S. Turner Professor of Management and Director of Research at the Butler Center for Leadership Excellence, Purdue University Krannert School of Management

ABSTRACT: There is a need for increased attention to gender and work life inclusion and career equality using an organizational science lens. In this presentation, Dr. Kossek will review the state of the science on women’s career equality, identifying relevant perspectives and interventions. Although many factors contribute to the women’s career equality gap, the impact of work‐family/life relationships and career linkages are under‐emphasized in current diversity and inclusion conversations. Dr. Kossek will suggest areas for organizational interventions involving leader and peer socialization, as well as job and career redesign. She will also address the broader economic and socio‐ cultural contexts and macro‐micro dynamics in which women’s individual work‐life and career experiences are embedded.

Recent Publications
  • Offermann, L. R. (2023). Diverse Work Teams.  In G. Goethals, S. T. Allison, & G.J. Sorenson, Encyclopedia of Leadership Studies, Sage.
  • Romero, M. & Offermann, L. R. (2023). Leader Follower Relationships.  In G. Goethals, S. T. Allison, & G.J. Sorenson, Encyclopedia of Leadership Studies, Sage.
  • Salvas, A. & Offermann, L. R. (2023). Empowerment. In G. Goethals, S. T. Allison, & G.J. Sorenson, Encyclopedia of Leadership Studies, Sage.
  • Corley, T., Pamphile, V. D., & Sawyer, K. B. (2022). What Has (and Hasn’t) Changed About Being a Chief Diversity Officer. Harvard Business Review Online. September 23, 2022.
  • Khilji, S. E. (2022). Moving past scientific management. In What would management look like in the next 100 years? (Dukach, D.). Harvard Business Review, Sept 19, 2022.

  • Merluzzi, J., & Phillips, D. J. (2022). Early career leadership advancement: Evidence of incongruity penalties toward young, single women professionals. Organization Studies, 43(11), 1719–1743.

  • Villamor, I., Hill, N. S., Kossek, E. E., & Foley, K. (2023). Virtuality at work: A double-edged sword for women’s career quality? Academy of Management Annals, 17(1), 113-140. (Research summary: Virtual work offers pros and cons for women’s careers, Academy of Management Insights)

  • Merluzzi, J., & Burt, R. S. (2020). One path does not fit all: A career path approach to the study of professional women entrepreneursEntrepreneurship Theory and Practice.
  • Kanze, D., Conley, M. A., Okimoto, T. G., Phillips, D. J., & Merluzzi, J. (2020). Evidence that investors penalize female founders for lack of industry fit. Science Advances, 6(48).
  • Offermann, L. R., Thomas, K. R., Lanzo, L.A. & Smith, L.N. (2020). Achieving leadership and success: A 28-year follow-up of college women leaders. Leadership Quarterly, 31 (4).
  • Offermann, L. R., Lanzo*, L. A.,  Foley*, K., & Harvey*, T. H.  (2021). College women leaders, 1985-2015: Achievement motivations across generations. Journal of Managerial Psychology, 36 (1), 89-117.
  • Offermann, L. R., & Foley, K. (2020).  Is there a female leadership advantage? A look at the literature. Oxford Research Encyclopedia of Business and Management, Oxford University Press.
  • Basford, T. E., Offermann, L. R., & Behrend, T. (2014). Do you see what I see? Perceptions of gender microaggressions in the workplace. Psychology of Women Quarterly, 38, 340-349.
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Contact Us

For any questions, or to add your information to the GW-BRIDGE web page, please contact Lauryn Burnett at [email protected].

GW Organizational Gender Researchers

GW-BRIDGE Faculty Advisor











GW-BRIDGE Student Coordinator











GW Organizational Gender Scholars




Alexa Rosenblatt

Alexa Rosenblatt

Doctoral Student of I-O Psychology








GW Organizational Gender Scholars (Past)

  • Kira Foley
  • Kelly Gabriel
  • Hannah Kremer
  • Isabel Villamor