| Best practices or best guesses? Assessing the efficacy of corporate affirmative action and diversity policies A Kalev, F Dobbin, E Kelly American sociological review 71 (4), 589-617, 2006 | 2916 | 2006 |
| Why Diversity Programs Fail F Dobbin, A Kalev Harvard Business Review 94 (7-8), 52-60, 2016 | 1160 | 2016 |
| Rage against the iron cage: The varied effects of bureaucratic personnel reforms on diversity F Dobbin, D Schrage, A Kalev American Sociological Review 80 (5), 1014-1044, 2015 | 461 | 2015 |
| You can’t always get what you need: Organizational determinants of diversity programs F Dobbin, S Kim, A Kalev American Sociological Review 76 (3), 386-411, 2011 | 429 | 2011 |
| Cracking the Glass Cages? Restructuring and Ascriptive Inequality at Work A Kalev American Journal of Sociology 114 (6), 1591-1643, 2009 | 343 | 2009 |
| Managing flexible work arrangements in US organizations: Formalized discretion or ‘a right to ask’ EL Kelly, A Kalev Socio-Economic Review 4 (3), 379-416, 2006 | 325 | 2006 |
| Why doesn't diversity training work? The challenge for industry and academia F Dobbin, A Kalev Anthropology Now 10 (2), 48-55, 2018 | 279 | 2018 |
| Diversity Management in Corporate America: Do America’s costly diversity management programs work? Not always F Dobbin, A Kalev, E Kelly Contexts 6 (4), 21-28, 2007 | 224 | 2007 |
| Enforcement of civil rights law in private workplaces: The effects of compliance reviews and lawsuits over time A Kalev, F Dobbin Law & Social Inquiry 31 (4), 855-903, 2006 | 173 | 2006 |
| The origins and effects of corporate diversity programs F Dobbin, A Kalev The Oxford handbook of diversity and work, 253-281, 2013 | 153 | 2013 |
| How you downsize is who you downsize: Biased formalization, accountability, and managerial diversity A Kalev American Sociological Review 79 (1), 109-135, 2014 | 150 | 2014 |
| Women at work: Women’s access to power and the gender earnings gap AK Abendroth, S Melzer, A Kalev, D Tomaskovic-Devey ILR Review 70 (1), 190-222, 2017 | 141 | 2017 |
| The promise and peril of sexual harassment programs F Dobbin, A Kalev Proceedings of the National Academy of Sciences 116 (25), 12255-12260, 2019 | 123 | 2019 |
| Discrimination-reducing measures at the relational level TK Green, A Kalev Hastings LJ 59, 1435, 2007 | 116 | 2007 |
| Racial discrimination, interpretation, and legitimation at work R Light, VJ Roscigno, A Kalev The ANNALS of the American Academy of Political and Social Science 634 (1 …, 2011 | 97 | 2011 |
| The architecture of inclusion: Evidence from corporate diversity programs F Dobbin, A Kalev Harv. JL & Gender 30, 279, 2007 | 93 | 2007 |
| Are diversity programs merely ceremonial? Evidence-free institutionalization F Dobbin, A Kalev The Sage handbook of organizational institutionalism 2, 808-828, 2017 | 90 | 2017 |
| Getting to diversity: What works and what doesn’t F Dobbin, A Kalev Harvard University Press, 2022 | 78 | 2022 |
| Gender inequality and workplace organizations: Understanding reproduction and change A Kalev, G Deutsch Handbook of the Sociology of Gender, 257-269, 2018 | 67 | 2018 |
| Training programs and reporting systems won’t end sexual harassment. Promoting more women will F Dobbin, A Kalev Harvard Business Review 70 (4), 687-702, 2017 | 62 | 2017 |
Frank DobbinProfessor of Sociology, Harvard UniversityVerifierad e-postadress på harvard.edu
