Christy Glass
Biographic Data
| ID | 5788974 |
|---|---|
| NAME | Christy Glass |
| GIVEN NAMES | Christy |
| FAMILY NAME | Glass |
| SIGNATURE | GLASS C |
| AFFILIATIONS | Utah State University |
| VERIFIED | No |
| TOTAL WORKS | 16 |
| TOTAL CITATIONS | 100 |
| AUTHOR COUNT | 16 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2002 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 6 |
The diversity pendulum: Predictors of DEI shifts in corporate America
Between 2020 and 2025, United States companies demonstrated unprecedented swings in their commitments to DEI. This manuscript addresses predictors of why some firms sustain their commitments to DEI while others retreat in the face of sustained political backlash. Drawing on institutional theory, we test the predictive power of three mechanisms to explain firms’ reactions to political and social attacks on DEI practices: coercive pressures (state …
Navigating motherhood in professional careers at the intersection of gender and race
How do mothers navigate work to sustain professional careers? The current study explores formal and informal strategies women use to navigate motherhood bias in professional work. Previous research finds that mothers face bias in the workplace that results in lower wages, fewer opportunities, and blocked mobility. While these barriers lead some women to leave the labor force, mothers’ labor force participation rates continue to climb. Drawing on …
Does Workplace Discrimination Contribute to Sex Work for Trans and Nonbinary Workers
Workplace discrimination contributes to economic precarity for trans individuals, and some evidence suggests that barriers to formal employment may contribute to engagement in sex work. This study examines whether particular types of workplace discrimination - including blocked access to jobs and termination due to trans status - represent a pathway into sex work for trans and nonbinary workers conditional upon social status, gender, and race. Ou…
Union Membership, Retention, and Perceived Safety for PK-12 Trans School Workers of Color
In this study, we use data from a sample of 296 trans PK-12 school workers in the United States and Canada to consider the impact of union membership on an educator population who may be disproportionately harmed by systemic inequalities. Using intersectionality and trans studies as frameworks with a QuantCrit analytical lens, we examined union membership for trans workers of Color across race/ethnicity, country, gender, and years of experience. …
Institutional predictors of campus sexual misconduct reporting: The role of gender in leadership
Sexual misconduct remains at crisis levels on American college campuses and is vastly underreported. Most research focuses on individual level risks of assault and perpetration, yet campuses vary significantly in sexual offenses and reporting rates. The current study responds to calls to consider institutional factors that shape campus climates for sexual misconduct and reporting. We consider the role of gender in leadership, analyzing the impact…
Who speaks? Individual and institutional predictors of CEO activism
Background CEOs increasingly take public stands on social and political issues tangential to their corporation.s core mission. Emergent research on this phenomenon has explored the prevalence, impacts and risks of increasing CEO activism for firms. However, very little research has explored the individual and institutional factors that motivate CEO activism. This project attempts to refocus this nascent field by exploring the gendered, racial, se…
Risk, Reward, and Resistance: Navigating Work and Family under Hungary’s New Pronatalism
New pronatalist regimes rely on market incentives to increase childbearing and encourage full employment. Few countries have instituted a more extreme version of new pronatalism than Hungary. The current study analyzes how professional women navigate uncertainty and risk under Hungary’s pronatalist regime. Our analysis of twenty-one in-depth interviews with middle-class professional women reveals inherent tensions and contradictions. Respondents …
Pathways to the Glass Cliff: A Risk Tax for Women and Minority Leaders
Do women and racial/ethnic minority leaders pay a risk tax on their way to the top? Theories of the glass cliff have focused on the penalties imposed upon women and minority leaders due to bias and discrimination at the time of appointment to top leadership positions. Much less attention has focused on the strategic agency these leaders exercise in response to bias across the career. This paper advances theory and research on the glass cliff by a…
Gender gaps at the top: Does board composition affect executive compensation
Will adding women to the board of directors reduce firm gender pay disparities? Our research suggests ‘no’ ... and ‘yes.’ It is not a matter of simply adding more women to the board or integrating women into key board committees that moves the needle. If firms really want to stimulate change through board diversity, then they need to empower female directors and place them in key leadership roles. We find that women’s integration on the board of …
Women on corporate boards: Do they advance corporate social responsibility
Do women board directors change how companies do business? Firms face growing pressure to appoint more women to their boards of directors, yet little is known about the factors that enable female directors to impact their organizations. This study analyzes the representational thresholds that facilitate women’s leadership in the area of corporate social responsibility. We test the predictions of token theory and critical mass theory to evaluate t…
Labor Market Context, Economic Development, and Family Policy Arrangements: Explaining the Gender Gap in Employment in Central and Eastern Europe
Twenty-five years after the fall of the communist regimes, the gender gap in employment varies widely across Central and Eastern Europe. This study examines the societal-level reasons for this variation and assesses the impact of different dimensions of neoliberally minded “economic development” strategies on gender inequality. We focus on Central and Eastern Europe, a segment of the world not typically addressed in the literature on gender and d…
Do Women Leaders Promote Sustainability? Analyzing the Effect of Corporate Governance Composition on Environmental Performance
In this study, we investigate the impact women leaders have on the corporate environmental strategies of organizations. Using a dataset of all Fortune 500 CEOs and boards of directors for a ten‐year period, we examine several aspects of gender in leadership on environmental strategy. Specifically, we test the impact of women CEOs, the proportion of women on the BOD, the number of interlinks women board members hold, and the interactive and cumula…
Do women advance equity? The effect of gender leadership composition on LGBT-friendly policies in American firms
We advance the literature on the demographic factors that shape organizational outcomes by analyzing the impact of the gender composition of firm leadership on the likelihood that a firm will adopt lesbian, gay, bisexual and transgender (LGBT)-friendly policies. Drawing on social role and token theory, we test the relative impact of CEO gender and the gender composition of the board of directors separately and together in order to identify the ef…
Leading at the top: Understanding women's challenges above the glass ceiling
Culture, Context, or Conflict? Analyzing Union Attitudes in Six Rural Counties in Conservative Right-to-Work States
This study fills an important gap in the literature by analyzing the predictors of union attitude formation in rural, conservative, right-to-work states. Drawing on a survey of all licensed electrical workers in six counties in northern Utah and southern Idaho, we analyzed the impact of cultural orientation, job context, and perceived risk on union attitudes. We find that a conservative cultural orientation does not significantly predict union at…
Family policies and gender in Hungary, Poland, and Romania
This paper discusses changes and new directions in the gendered nature of the welfare state in three post-state socialist societies: Hungary, Poland and Romania. Relying on an analysis of laws and regulations passed after 1989 concerning child care, maternity and parental leave, family support, unemployment and labor market policies, retirement and abortion laws, the authors identify the differences and the similarities among the three countries,…
Women on corporate boards: Do they advance corporate social responsibility
Do women board directors change how companies do business? Firms face growing pressure to appoint more women to their boards of directors, yet little is known about the factors that enable female directors to impact their organizations. This study analyzes the representational thresholds that facilitate women’s leadership in the area of corporate social responsibility. We test the predictions of token theory and critical mass theory to evaluate t…
Family policies and gender in Hungary, Poland, and Romania
This paper discusses changes and new directions in the gendered nature of the welfare state in three post-state socialist societies: Hungary, Poland and Romania. Relying on an analysis of laws and regulations passed after 1989 concerning child care, maternity and parental leave, family support, unemployment and labor market policies, retirement and abortion laws, the authors identify the differences and the similarities among the three countries,…
Do women advance equity? The effect of gender leadership composition on LGBT-friendly policies in American firms
We advance the literature on the demographic factors that shape organizational outcomes by analyzing the impact of the gender composition of firm leadership on the likelihood that a firm will adopt lesbian, gay, bisexual and transgender (LGBT)-friendly policies. Drawing on social role and token theory, we test the relative impact of CEO gender and the gender composition of the board of directors separately and together in order to identify the ef…
Gender gaps at the top: Does board composition affect executive compensation
Will adding women to the board of directors reduce firm gender pay disparities? Our research suggests ‘no’ ... and ‘yes.’ It is not a matter of simply adding more women to the board or integrating women into key board committees that moves the needle. If firms really want to stimulate change through board diversity, then they need to empower female directors and place them in key leadership roles. We find that women’s integration on the board of …
Labor Market Context, Economic Development, and Family Policy Arrangements: Explaining the Gender Gap in Employment in Central and Eastern Europe
Twenty-five years after the fall of the communist regimes, the gender gap in employment varies widely across Central and Eastern Europe. This study examines the societal-level reasons for this variation and assesses the impact of different dimensions of neoliberally minded “economic development” strategies on gender inequality. We focus on Central and Eastern Europe, a segment of the world not typically addressed in the literature on gender and d…
Pathways to the Glass Cliff: A Risk Tax for Women and Minority Leaders
Do women and racial/ethnic minority leaders pay a risk tax on their way to the top? Theories of the glass cliff have focused on the penalties imposed upon women and minority leaders due to bias and discrimination at the time of appointment to top leadership positions. Much less attention has focused on the strategic agency these leaders exercise in response to bias across the career. This paper advances theory and research on the glass cliff by a…
Who speaks? Individual and institutional predictors of CEO activism
Background CEOs increasingly take public stands on social and political issues tangential to their corporation.s core mission. Emergent research on this phenomenon has explored the prevalence, impacts and risks of increasing CEO activism for firms. However, very little research has explored the individual and institutional factors that motivate CEO activism. This project attempts to refocus this nascent field by exploring the gendered, racial, se…
Risk, Reward, and Resistance: Navigating Work and Family under Hungary’s New Pronatalism
New pronatalist regimes rely on market incentives to increase childbearing and encourage full employment. Few countries have instituted a more extreme version of new pronatalism than Hungary. The current study analyzes how professional women navigate uncertainty and risk under Hungary’s pronatalist regime. Our analysis of twenty-one in-depth interviews with middle-class professional women reveals inherent tensions and contradictions. Respondents …
Culture, Context, or Conflict? Analyzing Union Attitudes in Six Rural Counties in Conservative Right-to-Work States
This study fills an important gap in the literature by analyzing the predictors of union attitude formation in rural, conservative, right-to-work states. Drawing on a survey of all licensed electrical workers in six counties in northern Utah and southern Idaho, we analyzed the impact of cultural orientation, job context, and perceived risk on union attitudes. We find that a conservative cultural orientation does not significantly predict union at…
Does Workplace Discrimination Contribute to Sex Work for Trans and Nonbinary Workers
Workplace discrimination contributes to economic precarity for trans individuals, and some evidence suggests that barriers to formal employment may contribute to engagement in sex work. This study examines whether particular types of workplace discrimination - including blocked access to jobs and termination due to trans status - represent a pathway into sex work for trans and nonbinary workers conditional upon social status, gender, and race. Ou…
Family policies and gender in Hungary, Poland, and Romania
This paper discusses changes and new directions in the gendered nature of the welfare state in three post-state socialist societies: Hungary, Poland and Romania. Relying on an analysis of laws and regulations passed after 1989 concerning child care, maternity and parental leave, family support, unemployment and labor market policies, retirement and abortion laws, the authors identify the differences and the similarities among the three countries,…
Leading at the top: Understanding women's challenges above the glass ceiling
Culture, Context, or Conflict? Analyzing Union Attitudes in Six Rural Counties in Conservative Right-to-Work States
This study fills an important gap in the literature by analyzing the predictors of union attitude formation in rural, conservative, right-to-work states. Drawing on a survey of all licensed electrical workers in six counties in northern Utah and southern Idaho, we analyzed the impact of cultural orientation, job context, and perceived risk on union attitudes. We find that a conservative cultural orientation does not significantly predict union at…
Do Women Leaders Promote Sustainability? Analyzing the Effect of Corporate Governance Composition on Environmental Performance
In this study, we investigate the impact women leaders have on the corporate environmental strategies of organizations. Using a dataset of all Fortune 500 CEOs and boards of directors for a ten‐year period, we examine several aspects of gender in leadership on environmental strategy. Specifically, we test the impact of women CEOs, the proportion of women on the BOD, the number of interlinks women board members hold, and the interactive and cumula…
Do women advance equity? The effect of gender leadership composition on LGBT-friendly policies in American firms
We advance the literature on the demographic factors that shape organizational outcomes by analyzing the impact of the gender composition of firm leadership on the likelihood that a firm will adopt lesbian, gay, bisexual and transgender (LGBT)-friendly policies. Drawing on social role and token theory, we test the relative impact of CEO gender and the gender composition of the board of directors separately and together in order to identify the ef…
Labor Market Context, Economic Development, and Family Policy Arrangements: Explaining the Gender Gap in Employment in Central and Eastern Europe
Twenty-five years after the fall of the communist regimes, the gender gap in employment varies widely across Central and Eastern Europe. This study examines the societal-level reasons for this variation and assesses the impact of different dimensions of neoliberally minded “economic development” strategies on gender inequality. We focus on Central and Eastern Europe, a segment of the world not typically addressed in the literature on gender and d…
Women on corporate boards: Do they advance corporate social responsibility
Do women board directors change how companies do business? Firms face growing pressure to appoint more women to their boards of directors, yet little is known about the factors that enable female directors to impact their organizations. This study analyzes the representational thresholds that facilitate women’s leadership in the area of corporate social responsibility. We test the predictions of token theory and critical mass theory to evaluate t…
Gender gaps at the top: Does board composition affect executive compensation
Will adding women to the board of directors reduce firm gender pay disparities? Our research suggests ‘no’ ... and ‘yes.’ It is not a matter of simply adding more women to the board or integrating women into key board committees that moves the needle. If firms really want to stimulate change through board diversity, then they need to empower female directors and place them in key leadership roles. We find that women’s integration on the board of …
Pathways to the Glass Cliff: A Risk Tax for Women and Minority Leaders
Do women and racial/ethnic minority leaders pay a risk tax on their way to the top? Theories of the glass cliff have focused on the penalties imposed upon women and minority leaders due to bias and discrimination at the time of appointment to top leadership positions. Much less attention has focused on the strategic agency these leaders exercise in response to bias across the career. This paper advances theory and research on the glass cliff by a…
Risk, Reward, and Resistance: Navigating Work and Family under Hungary’s New Pronatalism
New pronatalist regimes rely on market incentives to increase childbearing and encourage full employment. Few countries have instituted a more extreme version of new pronatalism than Hungary. The current study analyzes how professional women navigate uncertainty and risk under Hungary’s pronatalist regime. Our analysis of twenty-one in-depth interviews with middle-class professional women reveals inherent tensions and contradictions. Respondents …
Institutional predictors of campus sexual misconduct reporting: The role of gender in leadership
Sexual misconduct remains at crisis levels on American college campuses and is vastly underreported. Most research focuses on individual level risks of assault and perpetration, yet campuses vary significantly in sexual offenses and reporting rates. The current study responds to calls to consider institutional factors that shape campus climates for sexual misconduct and reporting. We consider the role of gender in leadership, analyzing the impact…
Who speaks? Individual and institutional predictors of CEO activism
Background CEOs increasingly take public stands on social and political issues tangential to their corporation.s core mission. Emergent research on this phenomenon has explored the prevalence, impacts and risks of increasing CEO activism for firms. However, very little research has explored the individual and institutional factors that motivate CEO activism. This project attempts to refocus this nascent field by exploring the gendered, racial, se…
Union Membership, Retention, and Perceived Safety for PK-12 Trans School Workers of Color
In this study, we use data from a sample of 296 trans PK-12 school workers in the United States and Canada to consider the impact of union membership on an educator population who may be disproportionately harmed by systemic inequalities. Using intersectionality and trans studies as frameworks with a QuantCrit analytical lens, we examined union membership for trans workers of Color across race/ethnicity, country, gender, and years of experience. …
Does Workplace Discrimination Contribute to Sex Work for Trans and Nonbinary Workers
Workplace discrimination contributes to economic precarity for trans individuals, and some evidence suggests that barriers to formal employment may contribute to engagement in sex work. This study examines whether particular types of workplace discrimination - including blocked access to jobs and termination due to trans status - represent a pathway into sex work for trans and nonbinary workers conditional upon social status, gender, and race. Ou…
The diversity pendulum: Predictors of DEI shifts in corporate America
Between 2020 and 2025, United States companies demonstrated unprecedented swings in their commitments to DEI. This manuscript addresses predictors of why some firms sustain their commitments to DEI while others retreat in the face of sustained political backlash. Drawing on institutional theory, we test the predictive power of three mechanisms to explain firms’ reactions to political and social attacks on DEI practices: coercive pressures (state …
Navigating motherhood in professional careers at the intersection of gender and race
How do mothers navigate work to sustain professional careers? The current study explores formal and informal strategies women use to navigate motherhood bias in professional work. Previous research finds that mothers face bias in the workplace that results in lower wages, fewer opportunities, and blocked mobility. While these barriers lead some women to leave the labor force, mothers’ labor force participation rates continue to climb. Drawing on …
Political science (11 works) · Gender Diversity and Inequality (10 works) · Psychology (8 works) · Sociology (8 works) · Business (7 works) · Economics (7 works) · Law (7 works) · Public relations (7 works) · Social Psychology (7 works) · Corporate Finance and Governance (5 works)