Our Community

Our Community

You belong here. You are NYU Stern.


The Undergraduate, Graduate & Administrative communities are committed to creating an environment that thrives on open dialogue and welcomes all identities, voices and views.

We support each other and foster a community where everyone can grow and excel. Building a community that embraces Inclusion, Diversity, Belonging, and Equity (IDBE) is a top priority at NYU Stern.

We have identified three key areas for our continued focus:
(1) Educating and updating our community
(2) Providing support to and ensuring representation within our community
(3) Monitoring policies and processes.

Our ongoing efforts are the result of collaborations across offices, groups, faculty, staff, and students throughout our community, including NYU’s Office of Global Inclusion, Diversity, and Strategic Innovation.

A Message from NYU's Office of Global Inclusion, Diversity, and Strategic Innovation
Within the Office of the President

Dear Community Members,

The trial of Derek Chauvin for murdering George Floyd coupled with additional recent murders of people of African descent and other hate and violence against Black and Indigenous people and people of color named or not in the media; disparities impacting intersecting marginalized groups; mass shootings; and the related barrage of media coverage—further deepen what many of us have already been feeling and experiencing—our communities are exhausted.

Beyond the ongoing challenges that COVID presents globally, there are unceasing, relentless, daily, persistent, pervasive acts of racism, xenophobia, transphobia, sexism, ableism, and many other -isms that continue to impact historically marginalized communities. The various forms of rampant racist violence, bias, and injustice against Black, Indigenous, Asian, and Latinx communities, the rise of transphobic policies across the country, voter suppression, and other acts of systemic and systematic marginalization against certain groups of peoples and communities are simply unacceptable.

Regardless of yesterday's guilty verdicts in the Chauvin trial and his upcoming sentencing for murdering George Floyd and the pursuit of justice being sought in Daunte Wright’s killing and those of so many other people, and recognizing the grand jury decision not to charge the police officers who killed Breonna Taylor, the mass murder of eight people in Atlanta including six Asian women, and on and on—we know this violence and systematic and systemized oppression, unfortunately, continues to persist. We know there are many people and communities that have been impacted and subjected to assaults, violence, bias, and hate, and while some of this has been publicly acknowledged, frankly and unfortunately, there are many other instances that have gone unaddressed and unacknowledged. The Office of Global Inclusion, Diversity, and Strategic Innovation (OGI) acknowledges the communal pain, the anger, the enervation, and sadness across the aforementioned communities, and our team continues to engage efforts (including resources, guidance, and programmatic spaces) that center historically marginalized communities in all of our work.

While we certainly understand the importance of statements, which conceivably could be issued constantly given racist violence happening every day, this communication is also a reminder to the NYU community that OGI’s ongoing efforts center on action that is built in scholarly research and focused on accountability, transformation, and sustained action-oriented change. 

We are thankful to all of our partners and for the support that so many are providing to one another across our NYU global communities. As we move into the rest of this semester, we would like to suggest a few ways that you might consider supporting yourself and your fellow students, faculty, staff, and administrators, where appropriate:

  • Acknowledge that current events have a significant impact on historically marginalized communities.
    • Examples of acknowledgment could include verbal and/or written statements, creating spaces for conversation and time to reflect, process, and/or educate, and partnering with offices on programs and interventions. Please note: it is important to be intentional and thoughtful in work with community members and to address emerging concerns and needs.
    • If there is a major event that could have a direct impact on your students or teams, consider beginning your first meeting or class with a moment of recognition, such as: “As your <insert: leader, professor, colleague, etc.>, I want to recognize that <insert topic> has occurred. I understand that many of you/us may be deeply troubled and experiencing pain, exhaustion, etc. Please know that you have my support, as well as the support of many across the NYU community. Also, please let me know if you need accommodations or flexibility with any work. I want to ensure you are seeking out the range of resources and support available to you across NYU. You can visit the OGI website where you can find links to a plethora of resources and links to other offices that can assist you across NYU <of course refer to as many resources as you might see fit>.”
  • Be mindful of the ways in which student group activities, classroom assignments, work tasks, and Zoom camera expectations may need to adjust or account for these needs (e.g., where possible—offer flexibility on deadlines, adjust meeting time and focus, record sessions, etc.).
  • Utilize resources and past programs offered through OGI to educate yourself and share with others for continued learning:
  • As part of this educational institution, leverage other educational resources available to you on- and off-campuses—including our extraordinary institutes and centers—to research histories, legacies, and present-day realities of -isms globally.
  • Engage with broader NYU global community resources; practice self and community care and note these selected resources:

As our community moves into the next week with anticipated verdicts etc., we hope you proactively connect with the aforementioned resources along with others available to you. As always, members of the OGI staff are working tirelessly in support of all of our global communities. We also encourage you to continue to visit our website to receive that the most up-to-date information about upcoming events and programs and subscribe to OGI newsletters through which we highlight new resources and rerelease pertinent program recordings for our community to utilize today, next week, and beyond.

Taking action during these turbulent times requires each of us to work closely with our fellow NYU community members. No one strategy or action will erase violence, racism, and oppression; it will take accountability, ongoing collective efforts and actions, innovations, and cross-generational engagements to make substantive, transformational, and sustainable change.

Faculty Spotlight


dolly chugh
Professor Dolly Chugh

Dolly Chugh is an Associate Professor in the Management and Organizations Department at New York University Stern School of Business. Her research focuses on the psychological constraints on the quality of decision-making with ethical import, a phenomenon known as "bounded ethicality" (Chugh, Banaji and Bazerman, 2005). Professor Chugh currently teaches MBA courses in leadership, management and negotiations. Additionally, she has taught at a men’s prison through the NYU Prison Education Program at the Wallkill Correctional Facility, where she is currently running a book club.

Her first book, The Person You Mean to Be: How Good People Fight Bias (HarperCollins, 2018) has received acclaim from Malcolm Gladwell, Adam Grant, Susan Cain, Daniel Pink, Billie Jean King, Carol Dweck, David Thomas and Angela Duckworth. Her recent speaking engagements have included Starbucks’ corporate headquarters, the American Museum of Natural History and the Hollywood Commission on Sexual Harassment and Diversity chaired by Anita Hill. Professor Chugh's 2018 TED Talk was viewed more than 1.5 million times in its first month online and ranked as one of the 25 most popular TED Talks of the year. She also writes a monthly column about race, gender, diversity, inclusion and bias for Forbes.com.

Her research integrates the theories and methods of social psychology, behavioral economics, judgment and decision making, sociology and education. Professor Chugh has published more than 20 articles and book chapters on these topics in both top managerial and academic publications, such as the Harvard Business ReviewPsychological ScienceAdministrative Science QuarterlyAcademy of Management JournalJournal of Applied Psychology, Research in Organizational Behavior and The American Economic Review.

Her work has appeared in Lean In by Sheryl Sandberg and What Works by Iris Bohnet, as well as a recent White House Council of Economic Advisors Issue Brief. She has appeared live on the Melissa Harris-Perry Show on MSNBC, and she and/or her research is regularly featured in numerous media outlets, including National Public Radio, NBC NewsScientific AmericanForbesThe Washington PostCosmoGirlThe New York TimesThe EconomistThe Huffington Post, the Financial Times and the Stanford Social Innovation Review. Her first-authored Sunday New York Times op-ed was in that weekend’s Top 20 most-emailed/read/tweeted articles

She has been named one of the Top 100 Most Influential People in Business Ethics (a list which included Pope Francis, Angelina Jolie and Bill Gates) by Ethisphere Magazine, a finalist for the Faculty Rising Star Pioneer Award by the Aspen Institute and the recipient of the prestigious New York University Dr. Martin Luther King, Jr. Faculty Award (whose past recipients include NYU Law professor and Just Mercy author Bryan Stevenson). As one of the most highly rated business school professors at New York University, she received the Stern School of Business Teaching Excellence Award in 2015.

Check Out Dr. Chugh's Work

Stern Chats: NYU Stern MBA Podcast
In this episode of Stern Chats, Professor Dolly Chugh goes in depth about her primary research topic, implicit bias. She also discusses her work with the Prison Education program through NYU and her book “The Person You Mean To Be: How Good People Fight Bias.”   LISTEN NOW

TED “How to Be a Better Human” Series
In this post, Professor Dolly Chugh provides helpful advice on how we can all go about having more inclusive virtual meetings in the age of COVID.  How to have more inclusive meetings over Zoom

L. Taylor Phillips
Professor L. Taylor Phillips

L. Taylor Phillips joined New York University Stern School of Business as an Assistant Professor of Management & Organizations in July 2016.

Professor Phillips’ research investigates diversity and hierarchy management. Her work focuses on engaging traditionally privileged groups in diversity efforts and identifying methods to increase cooperation between the advantaged and disadvantaged. She also explores the role advantaging processes play in determining employee and organizational outcomes. She has published research in leading management and psychology journals, including the Journal of Personality and Social PsychologyJournal of Experimental Social Psychology, and Research in Organizational Behavior. Professor Phillips' work has also been covered by a variety of media outlets, including NPR and Stanford GSB Insights.

She received a B.A. in Psychology and Human Biology from Stanford University and a Ph.D. in Business Administration from Stanford University's Graduate School of Business.

Research Interests: 

  • Privilege
  • Inequality
  • Diversity, Inclusion, D&I
  • Race, gender, social class
  • Culture
  • Hierarchy & power

Lisa Leslie
Professor Lisa Leslie

Lisa M. Leslie joined New York University Stern School of Business as an Associate Professor of Management and Organizations in July 2013.

Professor Leslie's research focuses on strategies for facilitating social justice and strong performance in diverse organizations. She also conducts research in the related areas of cross-cultural organizational behavior and conflict management.

Before joining NYU Stern, Professor Leslie spent six years as an Assistant Professor at the University of Minnesota Carlson School of Management.

Professor Leslie received her A.B. in Social Psychology from Princeton University and her M.A. and Ph.D. in Organizational Psychology from the University of Maryland.

Research Interests:

  • Diversity
  • Cross-cultural organizational behavior
  • Conflict management