Her research seeks to identify how diversity can be increased and managed in organizations by understanding the ways that personal characteristics of individuals (e.g., knowledge, skills, abilities, vocational interests, race/ethnicity, gender, etc.) influence their attraction to, interest in, and selection for jobs. Her work also involves ascertaining the strategies that organizations can use to attract, hire, and retain candidates with desired qualities. This research overlaps with various topics in recruitment, personnel selection, and adverse impact. In addition, her research on organizational justice centers on various individual and contextual factors (e.g., personality, culture, justice source) that influence and explain the relationship between justice perceptions and workplace outcomes.