Seval Gündemir received her bachelor and master degrees in Work and Organizational Psychology from the Vrije Universiteit Amsterdam (both cum laude). She received the NWO Mosaic grant to conduct PhD-research on the underrepresentation of ethnic minorities in leadership roles. During her PhD, she received the Fulbright grant to conduct research on the effects of diversity policies on minority leadership emergence at Yale University, Psychology Department. She defended her PhD-thesis titled “The Minority Glass Ceiling Hypothesis” in 2015. After her PhD, she received the NWO Rubicon grant to continue her research on female and racial-ethnic minority leadership. She worked at Columbia Business School, Management Division from 2015 to 2017 as a post-doctoral research scholar. In August 2017, she joined the University of Amsterdam as an assistant professor of Work and Organizational Psychology.
Seval Gündemir’s research focuses on diversity, leadership, and intergroup relationships. She examines the individual and contextual factors that may hinder or encourage traditionally underrepresented groups (e.g., women, racial-ethnic minorities, but also other groups such as LGBT) to attain and hold organizational leadership roles. Additionally, she studies processes and performance in teams, intercultural learning, intergroup contact and bias. She supervises bachelor- and master-theses in these areas, both in Dutch and in English.
Gündemir S., Martin A.E. & Homan A.C. (2019) Understanding Diversity Ideologies From the Target’s Perspective: A Review and Future Directions. Frontiers in Psychology,10:282. doi: 10.3389/fpsyg.2019.00282
Gündemir, S., Carton, A. M., & Homan, A. C. (2019). The impact of organizational performance on the emergence of Asian American leaders. Journal of Applied Psychology, 104, 107-122. doi: 10.1037/apl0000347
Does, S., Gündemir, S., & Shih, M. (2018, June). How Sexual Harassment Affects a Company’s Public Image. Harvard Business Review.
Gündemir, S. (2018). Diversiteitsideologieën in Organisaties: Verleden, Heden, en Toekomst. Gedrag & Organisatie, 31, 235-261.
Does, S., Gündemir, S., & Shih, M. (2018). The Divided States of America: How the 2016 US Presidential Election Shaped Perceived Levels of Gender Equality. Social Psychological and Personality Science, doi: 10.1177/1948550618757033.
Gündemir, S., & Galinsky, A. D. (2017). Multicolored Blindfolds: How Organizational Multiculturalism Can Conceal Racial Discrimination and Delegitimize Racial Discrimination Claims. Social Psychological and Personality Science. doi: 10.1177/1948550617726830
Gündemir, S., Homan, A.C., Usova, A. & Galinsky, A.D. (2017) Multicultural meritocracy: The synergistic benefits of valuing both diversity and merit. Journal of Experimental Social Psychology, 73, 34-41.
Gündemir, S., Dovidio, J. F., Homan, A.C., & De Dreu, C.K.W. (2017). The Impact of Organizational Diversity Policies on Minority Employees’ Leadership Self-Perceptions and Goals. Journal of Leadership and Organizational Studies, 24, 172-188. doi: 10.1177/1548051816662615
Gündemir, S. (2015). The minority glass ceiling hypothesis. Exploring reasons and remedies for the underrepresentation of racial-ethnic minorities in leadership positions. (Doctoral dissertation). Vrije Universiteit Amsterdam, the Netherlands.
Gündemir, S., Homan, A.C., de Dreu C.K.W., & van Vugt M. (2014). Think leader, think white? Capturing and weakening an implicit pro-white leadership bias. PLoS ONE, 9(1): e83915. doi:10.1371/journal.pone.0083915
Gündemir, S., Homan, A.C., Van Vugt, M., & De Dreu, C. K. W. (2013). Hé, dat is mijn plek: Etniciteit, leiderschap en fysieke afstand. In Dotsch, R. (Ed) Jaarboek Sociale Psychologie 2013. Groningen: ASPO Pers.
Kleef, G.A. van, Homan, A.C., Finkenauer, C., Gündemir, S. & Stamkou, E. (2011). Breaking the rules to rise to power: How norm violators gain power in the eyes of others. Social Psychological and Personality Science, 2, 500-507. doi: 10.1177/1948550611398416