Peter Glick, PhD is the Henry Merritt Wriston Professor in the Social Sciences at Lawrence University and a Senior Scientist with the Neuroleadership Institute. His research focuses on understanding and overcoming biases and stereotyping.

 In addition to teaching executive education at various academic institutions (e.g., Harvard) and corporations, as a visiting Professor of Management at Northwestern University, he co-designed the Kellogg School of Management’s first diversity management course.

Dr. Glick delivers lively and informative keynote addresses on understanding and preventing bias to corporate and academic audiences. He also helped to develop anti-bias training for corporations such as Airbnb (along with Dr. Robert Livingston, Harvard University)

As an expert witness on sex stereotyping, Dr. Glick has testified in federal court cases in Chicago and Boston. He provides incisive reports and testimony to help juries better understand how and when bias occurs.

Dr. Glick’s award-winning scholarship includes groundbreaking theories of benevolent sexism, stereotype content, and  toxic organizational cultures. He has authored more than 80 articles, which have been cited more than 30,000 times, Dr. Glick has also co-edited or co-authored three books, including the Sage Handbook of Prejudice and The Social Psychology of Gender.

Benevolent Sexism

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. Two decades of research shows how benevolent sexists undermine women at work by denying them challenging assignments, honest feedback, and autonomy. These consequences are summarized in an article based on his 2013 Harvard Business School talk  and a Labroots video on sexism in STEM fields. Dr. Glick’s research involving thousands of people in 25 nations shows that benevolent sexism predicts national gender inequality indicators (e.g., fewer women in powerful positions) and hostility toward women having power. You can take Glick and Fiske’s Ambivalent Sexism Inventory on the PBS Newshour website associated with a PBS Newshour article on how hidden sexism may have swayed the 2016 Presidential election

Stereotype Content (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 stereotype content model, which the Harvard Business Review classified as “breakthrough idea” for 2009. This model established warmth and competence as universal dimensions in judgments about others. Women and ethnic minorities often are judged as high on one dimension but low on the other, creating double-binds.  Warm but incompetent stereotypes lead to paternalism (e.g., toward women, the elderly, the disabled). Backlash toward ambitious women comes in the form of competent but cold characterizations. Such stereotypes also occur in prejudices toward successful minorities (e.g., Asians, Jews). In this Mind of State podcast Glick and Fiske address the persistence of anti-Semitism.

Masculinity Contest Cultures in Organizations

With Jennifer Berdahl and Natalya Alonso (University of British Colombia), Dr. Glick developed the Masculinity Contest Culture (MCC) scale assessing toxic organizational culture. A Harvard Business School interview and this 2018 Harvard Business Review article explain the problems masculinity contest cultures create. MCCs place exhibiting masculinity (show no weakness, put work first, strength and stamina, and dog eat dog competition) over achieving the mission, creating organizational dysfunction and poor individual outcomes. High MCC organizations experience more toxic leaders, bullying, sexual harassment, and low support for work-life balance.  Employees report lower job satisfaction, less organizational dedication, greater burnout, and higher turnover intentions.