Lauren Rivera
Lauren Rivera

Associate Professor of Management & Organizations
Associate Professor of Sociology, Weinberg College of Arts & Sciences (Courtesy)

Print Overview

Lauren Rivera joined the Kellogg faculty in 2009. Her research investigates how people evaluate merit and social status in real-life, organizational contexts. She has written extensively on hiring and promotion practices in elite professional service firms. Her work has been featured in the Atlantic, Economist, Financial Times, Forbes, Fortune, Huffington Post, New Yorker, New York Times, and Wall Street Journal. A cultural sociologist by training, her work draws from both qualitative and quantitative techniques and bridges micro- and macro-levels of analysis. Before joining the MORS Department, Dr. Rivera received her Ph.D. in sociology from Harvard University, her B.A. in psychology and sociology from Yale University, and was a Consultant at Monitor Group.

Print Vita
Editorial Positions
Associate Editor, Management Science, 2015-Present
Editorial Board Member, Sociology of Education, 2014-Present

Print Research
Research Interests

Culture, inequality, evaluation, labor markets, elites, social class, gender, qualitative methods

. 2015. Go with Your Gut: Emotion and Evaluation in Job Interviews. American Journal of Sociology. 120: 1339-89.
. 2012. Hiring as Cultural Matching: The Case of Elite Professional Service Firms. American Sociological Review. 77: 999-1022.
. 2012. Diversity Within Reach: Recruitment versus Hiring in Elite Firms. Annals of the American Academy of Political and Social Science. 639: 70-89.
. 2011. Ivies, Extracurriculars, and Exclusion: Elite Employers' Use of Educational Credentials. Research in Social Stratification and Mobility. 29: 71-90.
. 2010. Status Distinctions in Interaction: Social Selection and Exclusion at an Elite Nightclub. Qualitative Sociology. 33: 229-255.
. 2008. Managing 'Spoiled' National Identity: War, Tourism and Memory in Croatia. American Sociological Review. 73: 613-634.
Working Papers
,  and . 2015. Glass Floors and Glass Ceilings: Sex Homophily and Heterophily in Job Interviews.
and . 2015. Class Advantage, Commitment Penalty: The Interplay of Social Class and Gender in an Elite Labor Market.
. 2015. When Two Bodies Are (Not) a Problem: Applicant Marital Status and Gender Inequalities in Academic Hiring.
and . 2015. Choosing a Home, Choosing a Class: Symbolic Boundaries and Spatial Inequalities among the American Upper-Middle Class.
and . 2015. How Elite College Attendance Shapes Job Satisfaction.
Book Chapters
. Forthcoming. "Breaking Class Ceilings in Corporate Careers: The Case of Elite Hiring." In Qualitative Organizational Research, edited by K. Elsbach and B. Bechky.
. 2015. "Cognition, Face-to-Face Interactions, and Social Class." In Emerging Trends in the Social and Behavioral Sciences, 1-15. New York: Wiley.
. 2013. "Homosocial Reproduction." In Sociology of Work, edited by V. Smith, 377-380. Thousand Oaks: Sage.
. 2011. "Social Distinction." In Encyclopedia of Consumer Culture, edited by D. Southerton, Thousand Oaks, CA: SAGE.
. 2008. "Distinctions: Cultural and Social." In International Encyclopedia of the Social and Behavioral Sciences, edited by W. Darity, 412-414. Farmington Hills, MI: MacMillan/Thompson Gale.
. "Firms Are Wasting Millions Recruiting on Only a Few Campuses." Harvard Business Review, 23 October.
. "Guess Who Doesn't Fit in at Work?." New York Times, 30 May.
. "Were You Judged Fairly at Your Last Job Interview?." Fortune, 15 June.
and . "Why Economic Sociologists Should Care about Education." Accounts: The Newsletter of the ASA Economic Sociology Section.
. 2015. Pedigree: How Elite Students Get Elite Jobs. Princeton, NJ: Princeton University Press.

Print Teaching
Full-Time / Part-Time MBA
Leadership in Organizations (MORS-430-0)
This course provides students with the social science tools needed to solve organizational problems and influence the actions of individuals, groups and organizations. It prepares managers to understand how to best organize and motivate the human capital of the firm, manage social networks and alliances, and execute strategic change. This is accomplished through knowledge of competitive decision making, reward system design, team building, strategic negotiation, political dynamics, corporate culture and strategic organizational design.