SRD: 2015-2016 Awards

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Teachers College, Columbia University
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Diversity

The Office of the Vice President for Diversity and Community Affairs

The Vice President's Grant for Student Research in Diversity (SRD)

SRD: 2015-2016 Award

The Committee for Community and Diversity is Pleased to Announce the 2015 – 2016 Recipient of the Vice President's Grant for Student Research in Diversity.

This grant award provides support for outstanding student research projects related to diversity in research, teaching, learning, or community building. Diversity, in the context of this award, is broadly defined and includes the exploration of multiple perspectives involving culture, language, gender, sexual orientation, age, race-ethnicity, health status, and disabilities, among others.

The SRD Grant Subcommittee of the CCD was extremely impressed with the important questions and relevant topics proposed as well as the high-quality and innovation demonstrated in the proposals submitted. Spanning a broad spectrum of diversity, the proposals truly attest to the varied and meaningful scholarship on the part of students at Teachers College. Ultimately, one proposal was selected as this year’s SRD Grant recipient, receiving an award for $3,000.

Many thanks to the SRD Grant Selection Committee:
Dr. Jay Heubert, Jolene Lane, Angel Pagan, Janice Robinson, Dr. Yolanda Sealey-Ruiz, and Dr. Erica Walker. Thank you also to Ashley Maxie-Moreman, Graduate Assistant in the Vice President’s Office for Diversity and Community Affairs, for her administration of the details of the grants.

Grant award recipient

Asha Gipson, Ph.D. Student, Program in Social Organizational Psychology
Proposal Title: The Interactive Effects of Race, Gender, and Impression Management Tactics on Performance Ratings and Promotion Decisions

Proposal Description:
Despite the demonstrated upsides of diversity such as increased creativity, greater productivity, lower turnover, elevated employee morale, and improved public image, the diversification of executive leadership ranks has been a relatively slow process (Greer & Virick, 2008; Ely & Thomas, 2001). Although great strides have been made to attract and recruit women and minorities, a glass ceiling still exists that hinders individuals with subordinate identities from being promoted beyond lower-or middle-management positions. Impression management may be one way that qualified candidates can influence promotion decisions in a positive way. Given that demographic trends indicate that the United States workforce is becoming more diverse, it is important to understand the interactive impact of race and gender on various work-related outcomes such as promotions and other rewards. This study aims to identify effective impression management strategies for overcoming the barriers that limit the progression of women and minorities into upper management.