Peter Glick PhD is the Henry Merritt Wriston Professor in the Social Sciences at Lawrence University in Appleton, Wisconsin. Dr. Glick’s scholarship focuses on biases and stereotyping.

Dr. Glick was a featured presenter at Harvard Business School’s (HBS) 2013 and 2017 conferences on gender and work. Watch the 2017 HBS talk or a shorter HBS interview.

He has taught executive education at HBS. As a visiting Professor of Management and Organizations at Northwestern University, he co-designed the Kellogg School of Management’s first diversity management course. Along with Dr. Robert Livingston (Harvard), he developed anti-bias training for Airbnb (requires Airbnb login or providing your name and email to view).

Dr. Glick co-developed the warmth-competence model (with Susan T. Fiske, Princeton, and Amy Cuddy, Harvard), which Harvard Business Review recognized as a “breakthrough idea.” His foundational work on benevolent sexism (with Susan Fiske) received the Allport Prize for best paper on intergroup relations. Tested worldwide, both models represent revolutionary advances in understanding stereotypes and are among the most highly cited theories in social psychology. In addition to more than 80 articles and chapters, Dr. Glick has co-edited or co-authored three books, including the SAGE Handbook of Prejudice and The Social Psychology of Gender. As an expert witness on sex stereotyping, Dr. Glick has testified in federal court cases in Chicago and Boston.

Benevolent Sexism

BS1 (Small)Dr. Glick and Susan T. Fiske (Princeton University) coined the term “benevolent sexism,” which refers to viewing women as wonderful but weak and dependent on men. Although benevolent sexism may seem harmless, two decades of research have documented how benevolent sexism undermines women at work. Read Dr. Glick’s Harvard Business School talk “Benevolent Sexism at Work” or view his Labroots talk on subtle sexism in STEM fields. Dr. Glick’s international studies in 25 nations show that benevolent sexism goes hand in hand with gender inequality and hostility toward women holding nontraditional roles.

Take Glick and Fiske’s Ambivalent Sexism Inventory on the PBS Newshour website.  Glick and Fiske’s research was presented at the White House’s 2016 Women’s Summit and a two-day 2015 Gender Equity Workshop at Georgetown University in which select industry executives and scholars collaborated on strategies to overcome obstacles to women’s leadership. Their work is featured in a PBS Newshour article on how hidden sexism may sway the 2016 Presidential election

Warmth-Competence Model

hbr_list_2009[1]With Susan T. Fiske (Princeton) and Amy J. C. Cuddy (Harvard, author of the best-seller Presence, which references their joint work), Dr. Glick co-developed the warmth-competence model, showing how these universal dimensions apply to judgments toward individuals and groups. Women and ethnic minorities often are judged as high on one dimension but low on the other – i.e., as warm but incompetent or competent but cold – creating double-binds. Read the Harvard Business Review article that classified the warmth-competence model as “breakthrough idea” for 2009.