Alyssa Tedder-King

Starting in August 2025, I am joining the Robert H. Smith School of Business at the University of Maryland as an Assistant Professor in the Management and Organization department. I  earned my doctorate at UNC’s Kenan-Flagler School of Business. I examine factors that either mitigate or contribute to the persistence of inequality within organizations. My research addresses the two primary channels through which people experience inequality at work—interpersonal interactions and structural mechanisms— though three broad lenses. First, I seek to understand how allyship—actions aimed at improving the fair treatment and status of marginalized individuals—emerges and its subsequent effects. Second, I uncover how exposure to evidence about existing inequalities shapes people’s attitudes and behaviors. Third, I examine how those who experience inequality respond proactively and positively to improve their circumstances. 

My work has been published in top peer-reviewed management outlets including Academy of Management Journal, Journal of Applied Psychology, Organization Science, and Organizational Behavior Human Decision Processes. My work has been featured in national media outlets such as Harvard Business Review and the MIT Sloan Management Review. In 2024, I received the Peggy Lee-Sunhil Wahal Award, given annually at Kenan-Flagler to an outstanding graduate student researcher.

I also teach the fundamentals of organizational behavior at the undergraduate level, and I have assisted in the instruction of leading and managing, groups and team, and ethical decision making for undergraduate and MBA students.

Starting in August 2025, I am joining the Robert H. Smith School of Business at the University of Maryland as an Assistant Professor in the Management and Organizations department. I  earned my doctorate at UNC’s Kenan-Flagler School of Business. I examine factors that either mitigate or contribute to the persistence of inequality within organizations. My research addresses the two primary channels through which people experience inequality at work—interpersonal interactions and structural mechanisms— though three broad lenses. First, I seek to understand how allyship—actions aimed at improving the fair treatment and status of marginalized individuals—emerges and its subsequent effects. Second, I uncover how exposure to evidence about existing inequalities shapes people’s attitudes and behaviors. Third, I examine how those who experience inequality respond proactively and positively to improve their circumstances.