Alexandra C. Feldberg - Faculty & Research - Harvard Business School
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Alexandra C. Feldberg


Doctoral Student

Alexandra (Allie) Feldberg is a Doctoral Candidate in the Organizational Behavior program, jointly offered between Harvard Business School's Organizational Behavior unit and Harvard University's Sociology department.

Her research asks: how does access to knowledge affect women and racial minorities in organizations? Grounded in organizational sociology, she uses multiple methods to examine the intersections between gender, knowledge, and discrimination within firms. To date, her work has considered (1) how changes in access to information are shifting men and women’s performance outcomes and relationship networks, (2) the ways in which men and women differ in their valuation of the knowledge they will need to advance their careers, (3) the extent to which frontline employees discriminate in the information and services they provide to customers.

Before beginning her PhD, Allie worked as a management consultant at Katzenbach Partners, a staff member at Columbia University, and an Education Pioneers Fellow with Teach For America. She graduated from Columbia University with a BA in history. For more information, please visit Allie's personal website

Book Chapters
  1. Organizational Remedies for Discrimination

    R. Ely and A. Feldberg

    Laws now exist to protect employees from blatant forms of discrimination in hiring and promotion, but workplace discrimination persists in latent forms. These “second-generation” forms of bias arise in workplace structures, practices, and patterns of interaction that inadvertently favor some groups over others. This chapter reviews research on how these biases manifest themselves in the core processes of organizations—that is, how people are hired, compensated, developed, and evaluated—all of which are aspects of organizational life that tend to privilege some groups over others. It also reviews research that points to remedies for these biases, illustrating that organizational practices can be sites for intervention and change. The chapter concludes with methodological and substantive recommendations for future research on discrimination and its remedies in organizations.

    Keywords: discrimination; Prejudice and Bias; Equality and Inequality;

    Citation:

    Ely, R., and A. Feldberg. "Organizational Remedies for Discrimination." In The Oxford Handbook of Workplace Discrimination, edited by Adrienne J. Colella and Eden B. King, 387–410. New York: Oxford University Press, 2018. (Pre-published online, May 2016.)  View Details
Working Papers