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§ 1681 - To Learn More, visit Title IX and Sexual Misconduct.The interdisciplinary research in the Shalek Lab aims to create and implement new approaches to elucidate cellular and molecular features that inform tissue-level function and dysfunction across the spectrum of human health and disease. Title IX states: "No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance." 20 U.S.C. Title IX of the Education Amendments of 1972 protects people from discrimination based on sex in education programs or activities which receive Federal financial assistance. For more information, visit The University of Memphis Equal Opportunity and Affirmative Action. The Office for Institutional Equity has been designated to handle inquiries regarding non-discrimination policies.
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The University of Memphis does not discriminate against students, employees, or applicants for admission or employment on the basis of race, color, religion, creed, national origin, sex, sexual orientation, gender identity/expression, disability, age, status as a protected veteran, genetic information, or any other legally protected class with respect to all employment, programs and activities sponsored by the University of Memphis. Industrial and Organizational Psychology: Perspectives of Science and Practice, 6,
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What we know and don't:Įradicating employment discrimination 50 years after the Civil Rights Act. Lindsey, A., King, E., McCausland, T., Jones, K., & Dunleavy, E. Journal of Business and Psychology, 30, 605-617. The impact of method, motivation, and empathy Lindsey, A., King, E., Hebl, M., & Levine, N. Journal of Vocational Behavior, 103, 56-70. Identities alters the effects of workplace disclosure. Sabat, I., Lindsey, A., King, E., Ahmad, A., Membere, A., & Arena, D. (2017) Two types of diversity training that Lindsey, A., King, E., Membere, A., & Cheung, H.K. Representativeness and perceived mistreatment. Mirrors or misalignments: Management ethnic Lindsey, A., Avery, D., Dawson, J., & King, E. Journal of Business and Psychology, 35, 171-186. Outcomes and boundary conditions: A meta-analysis. Sabat, I., Lindsey, A., Winslow, C., King, E., Jones, K., Membere, A., & Smith, N. Journal of Business and Psychology, 35, 799-811. The role of perceived and conferred authority. Who is responsible for confronting prejudice? Supervisor support on prenatal stress and postpartum health: A time-lagged investigation.Īshburn-Nardo, L., Lindsey, A., Morris, K., & Goodwin, S. Quality outlets such as Journal of Applied Psychology and Journal of Business and Psychology.Īhmad, A.†, King, E.†, Lindsey, A.†, Sabat, I.†, Phetmisy, C.*, & Anderson, A. Management strategies, and diverse team dynamics. Lindsey's work has addressed diversity training effectiveness, impression and identity Use to reduce inequality and promote inclusion in the workplace. His research seeks to generateĮffective strategies that targets of prejudice, their allies, and organizations can Workplace, it represents a ripe context in which to study manifestations of disadvantageĪnd potential solutions to these serious problems. Trivial instances of disadvantage can create substantial inequity over time in the Program of research investigates fair and equitable solutions to mitigate diversity-relatedĬhallenges such as prejudice and discrimination in the workplace. in IndustrialĪnd Organizational Psychology from George Mason University in 2016. Alex Lindsey is an Assistant Professor of Management in the Fogelman College ofīusiness and Economics at The University of Memphis.