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Dr. Sarah Chen
Stanford · NLP & interpretability
91
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Fairness + NLP projects overlap with her recent work.
Strong methods fit: model evaluation and interpretability.
Clear outreach angle for current trustworthy AI research.
Outreach angle
Ask how her lab is extending interpretability methods into fairness audits for real-world AI systems.
Brian Lucas
Verified
Cornell University · Industrial and Labor Relations
Women continue to be underrepresented in numerous occupations and in the highest echelons of many organizations.This may be due, in part, to disadvantages they face in referral-based hiring and promotion processes, as women are less inclined to ask for referrals and less likely to be referred than men for maledominated jobs.We integrate insights from the goal-setting and creativity literatures to propose an intervention to boost referrals of women: requesting a greater target number of referrals (e.g., at least four instead of at least two referrals).This strategy sets a motivating goal to provide more referrals, which should mechanically increase the number of women referred.In addition, requesting more referrals in maledominated contexts may lead to prototype divergence, which should increase the rate at which women are referred as people generate additional recommendations.Across two primary studies (a field experiment and an online experiment) and four supplemental studies (another field experiment and three online experiments; all preregistered, total N = 12,615), requesting double the number of referrals increased the number of women referred by 17%-88%.We found evidence that setting more ambitious referral goals mediated the effect of asking for more referrals on the number of women referred, supporting a goals-based account.However, we found inconsistent support for prototype divergence as a mechanism across our studies.Our work establishes a theoretically motivated intervention organizations can use to bolster women's representation in recruitment pipelines in male-dominated settings, and our full-cycle approach establishes its generalizability across contexts.
Personality and Social Psychology Bulletin · 2026-02-01
article1st authorCorresponding
Organizations often endure across multiple generations of members—and what one generation preaches may not always align with what another generation practices. We demonstrate that people attribute such inconsistency to hypocrisy, even when over half a century separates the practicing and preaching. Five experiments and three supplemental studies demonstrate this intergenerational hypocrisy effect ( N = 4,482). Organizations were perceived as more hypocritical, their actions seemed less legitimate, and people were more motivated to protest against them when the organization’s words and deeds were (vs. were not) misaligned across generations of members. We test several moderators, and find that to attenuate the intergenerational hypocrisy effect, organizations can attribute their word–deed inconsistency to moral principles that they paid a tangible cost to uphold. The results suggest that organizations risk reputational damage in a wider array of situations than previously appreciated.
Creativity––the production of novel and useful ideas (Amabile, 1988; Amabile, Conti, Coon, Lazenby, & Herron, 1996)––has a long history within management scholarship. While early studies focused on studying creativity as an outcome, scholars have called for a more dynamic approach to the study of creativity ((Harrison, Rouse, Fisher, & Amabile, 2022). This novel perspective has highlighted the complexity characterizing the creative process, with recent scholarship shedding light on additional activities characterizing the creative process (Ananth & Harvey, 2023; Bruns & Long Lingo, 2024). This symposium aims to broaden our understanding of creative work and showcase its inherent dynamism and complexity, exploring the role of gender, disruption, and errors in the creative process. By doing so, we underscore the importance of unpacking different modes of creation, providing novel insights into the dynamism and complexity characterizing the creative process. Nobody Knows, but Nobody Knows… My Name Is the Creative Destructor. Author: Mariel Jurriens; Erasmus University Rotterdam Author: Dirk Deichmann; Rotterdam School of Management, Erasmus University Author: Christine Moser; Vrije Universiteit Amsterdam The Error Perception Gap Author: Xingruo Zhang; Cornell University Author: Brian J. Lucas; Cornell University “If I Was a Man, I Would Be the Man
Inspiring statements about creativity from eminent figures circulate on social media and beyond but their psychological impact is unexplored. This research identifies the most popular quotes on creativity, investigates how they relate to individual beliefs about the creative process (role of spontaneous and deliberate ideation) and person (fixed and malleable mindset), and explores their specificity with respect to beliefs beyond creativity. First, through data mining of social media content, study 1 identified 445 unique creativity-tagged quotes attributed to 318 eminent creators like Albert Einstein, Maya Angelou, or Pablo Picasso. Second, study 2 (N = 304) revealed that laypeople show little discrimination between nuanced creativity concepts within quotes but demonstrate general endorsement tendencies, especially when viewing creativity as central to the self, believing that creativity is a malleable skill that can be learned, and preferring flexible thinking in creativity. Finally, study 3 (N = 304) established that creativity quote agreement demonstrates domain-specificity between broad conceptual domains (creativity versus spirituality), reflecting creative self-beliefs more than spirituality-beliefs alongside a domain-general tendency to endorse profound-seeming statements. Findings suggest that creativity quotes may not distinguish specialized creativity beliefs but rather represent the broader perceived value of creativity and thereby serve to reinforce positive beliefs about creativity.
