• Dr. Amelia M. Stillwell

    Assistant Professor of Management

    University of Utah

    David Eccles School of Business

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    Researcher ▪︎ Writer ▪︎ Teacher 

    Amelia Stillwell is an Assistant Professor of Management at the David Eccles School of Business, University of Utah. Her research examines how race and gender jointly influence role expectations, person-perception, political behavior, and backlash. Current projects investigate backlash against female accusers in the wake of #MeToo, and the influence of race on gender backlash against women leaders. Her dissertation explores how gender roles affect interracial contact norms, finding that White women experience gender backlash for engaging in intimate interracial relationships. As a result, Whites express greater opposition to interracial couples involving White women than White men across more than 20 years of representative U.S. public opinion data (Journal of Personality & Social Psychology, 2021).


    Amelia received her Ph.D. in Organizational Behavior at Stanford Graduate School of Business in 2020. She received her BA magna cum laude in Psychology and Gender & Sexuality Studies from Haverford College in 2012. She has previously worked at the University of Maryland, College Park as the lab manager of Dr. Michele Gelfand's Multi-University Research Initiative (MURI) Culture Lab.


  • Academic Background


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    Assistant Professor of Management

    University of Utah, David Eccles School of Business

    2020 – Present


    BCOR Business Fundamentals – Management





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    Ph.D. in Organizational Behavior

    Stanford University Graduate School of Business


    Dissertation Title:

    Gendered Norms for Intergroup Contact:

    Social Penalties for White Women in Interracial Relationships


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    B.A. Magna Cum Laude in Psychology and Gender Studies

    Haverford College


    Thesis Title:

    Social Categorization and Intergroup Bias in Affective Facial Memory

  • Research

    My research focuses on the norms and stereotypes that maintain group distinctions and inequality. Specifically, I examine gendered backlash against women in interracial relationships, the influence of shared racial group membership on backlash towards female leaders, backlash towards women making harassment claims, stereotyping in high conflict nations, and intergroup bias in facial memory. This research investigates race, gender, and other group identities simultaneously, reflecting the nuanced and interactive nature of identity in modern and diverse organizations.

  • Publications

    select peer-reviewed journal articles

  • Media Coverage

    Read about Dr. Stillwell's work in the news

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    Dr. Stillwell on the Eccles Business Buzz

     A conversation about the value of a psychologically safe workplace, Dr. Stillwell's new research on employee racial mistreatment, and strategies for creating a safe and inclusive work environment.

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    When women break gender norms, the most negative reactions may come from people of the same race.

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    White women face greater social costs than White men for dating outside their racial group

  • Speaking Engagements

    Dr. Stillwell offers education and coaching in negotiations, power, group dynamics, and teamwork. Non-profits and organizations serving women and underrepresented groups receive a discounted rate based on ability to pay.

    Please contact for more information.

  • Organizational Partnership Opportunities

    Unlock the power of data and state-of-the-art management practice

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    Get Employee Insights

    With access to existing employee data, or novel data collection, we generate new insights and advise on best practices for implementation.

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    Contribute to Science

    We ask for access to existing employee data, or assistance with novel data collection, to summarize for anonymous publication in peer-reviewed scientific journals.

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    Participation is Free

    Our research is sponsored and approved by the University of Utah. We always maintain partner confidentiality.