Shelley J. Correll is the Michelle Mercer and Bruce Golden Family Professor of Women’s Leadership and a professor of sociology and, by courtesy, organizational behavior at Stanford University in the field of Social Science. She earned her Ph.D. in Sociology from Stanford University in 2001, M.A. in Sociology from Stanford in 1996, and B.S. summa cum laude in Sociology from Texas A&M University in 1989. Her academic career began as Assistant Professor at the University of Wisconsin-Madison from 2001 to 2003, followed by positions at Cornell University as Assistant Professor from 2003 to 2005 and Associate Professor from 2005 to 2009, including Co-Director of the Cornell NSF ADVANCE Center from 2006 to 2008. She joined Stanford as Associate Professor in 2008, advancing to full Professor in 2012. Correll founded and directs the Stanford VMware Women’s Leadership Innovation Lab since 2014, served as Barbara D. Finberg Director of the Clayman Institute for Gender Research from 2010 to 2019, and holds roles as Associate Director then Interim Co-Director of Stanford Impact Labs from 2020 to 2025. In September 2025, she began her term as the 117th President of the American Sociological Association.

Correll’s research specializations include gender dynamics in the workplace, organizational culture, the motherhood penalty, gender stereotypes affecting women’s advancement in technical fields, status beliefs, and small-wins interventions for diversity and inclusion. Her influential publications encompass “Getting a Job: Is There a Motherhood Penalty?” (American Journal of Sociology, 2007), which received the 2009 Roger Gould Award, 2009 Rosabeth Moss Kanter Award, and 2008 ASA Sex and Gender Distinguished Article Award; “Gender and the Career Choice Process: The Role of Biased Self-Assessments” (American Journal of Sociology, 2001); “Constraints into Preferences: Gender, Status and Emerging Career Aspirations” (American Sociological Review, 2004); “Inside the Black Box of Organizational Life: The Gendered Language of Performance Assessment” (American Sociological Review, 2020); and “Reducing Gender Biases in Modern Workplaces: A Small Wins Approach to Organizational Change” (Gender & Society, 2017). She has authored or co-authored over 30 articles and a textbook, The Art and Science of Social Research (2017). Awards include the 2016 SWS Feminist Lecturer Award, 2017 SWS Feminist Mentor Award, 2018 Extraordinary Contribution to Work Family Research, 2021 Stanford Faculty Women’s Forum Outstanding Leader Award, and 2019 President’s Award for Excellence Through Diversity. Her work shapes organizational practices to mitigate biases and enhance women’s leadership.

Professional Email: scorrell@stanford.edu