Ivuoma Onyeador

Has grant

Assistant Professor

Northwestern University Kellogg School of Management

United States

Research Interests

Explore related searches

Professors in United States

Contact this professor

Get a free first email built on one of their papers, ready for you to edit and send yourself.

About

Dr. Ivuoma Onyeador is an Assistant Professor at Northwestern University Kellogg School of Management in the United States. Her research focuses on diversity training, strategies for managing discrimination, and the psychological dynamics of interracial interactions. She has published several articles exploring the effects of diversity science on organizational effectiveness and the implications of implicit bias in accountability for gender-based discrimination.

Recent Grants

Grant: Close

Workshop: An Annual Retreat to Broaden Participation of Black Social and Personality Psychologists: Oregon 2019, Louisiana 2020

Open Date: 2018-10-01

Close Date: 2020-09-30

Grant: Close

Consequences of Implicit Bias Framing on Accountability for Discrimination

Open Date: 2018-07-01

Close Date: 2020-06-30

Articles (9)

Year:

2025

Year:

2024

Year:

2022

Year:

2022

Year:

2021

Year:

2021

Year:

2021

Year:

2021

Year:

2020

Collaborators (1)

Sa-kiera Hudson

Assistant Professor

University of California, Berkeley

UNITED STATES

View details

ApplyKite TwinLearns as you apply

Make your next move.

Prepare your application

Review drafts before you send them.

Ivuoma Onyeador

Research Interests

Explore related searches

Contact this professor

About

Recent Grants

Articles (9)

Connecting With Others: Diversity Training Shapes Egalitarian Orientations

A Future for Organizational Diversity Training: Mobilizing Diversity Science to Improve Effectiveness

Managing emotions in the face of discrimination: The differential effects of self-immersion, self-distanced reappraisal, and positive reappraisal.

Knowledge About Individuals’ Interracial Friendships Is Systematically Associated With Mental Representations of Race, Traits, and Group Solidarity

Not seeing eye to eye: challenges to building ethnically and economically diverse environmental coalitions

Does Shared Gender Group Membership Mitigate the Effect of Implicit Bias Attributions on Accountability for Gender-Based Discrimination?

Disrupting Beliefs in Racial Progress: Reminders of Persistent Racism Alter Perceptions of Past, But Not Current, Racial Economic Equality

Moving Beyond Implicit Bias Training: Policy Insights for Increasing Organizational Diversity

The Value of Interracial Contact for Reducing Anti-Black Bias Among Non-Black Physicians: A Cognitive Habits and Growth Evaluation (CHANGE) Study Report

Collaborators (1)

Sa-kiera Hudson

Make your next move.