Miguel Unzueta is an Associate Professor of Management and Organizations at the UCLA Anderson School of Management. He joined the faculty at UCLA in 2006 after earning his PhD in Organizational Behavior from the Stanford Graduate School of Business.
Professor Unzueta studies diversity, bias, & discrimination. More specifically, his research explores how people understand their position within social and interpersonal hierarchies and the impact this understanding has on their perceptions of self, others, and group-based inequality. His latest research explores the manner in which people define diversity and the impact that particular diversity definitions have on the representation of racial minorities in organizations. His research has been published in top management and psychology journals including Organizational Behavior and Human Decision Processes, the Journal of Personality and Social Psychology, Psychological Science, and the Journal of Experimental Social Psychology. In recognition of his research record, he was awarded the Eric and "E" Juline award for excellence in faculty research at UCLA in 2012.
Professor Unzueta teaches courses on managerial psychology (MGMT 409) and negotiations (MGMT 286) in both the FEMBA and full-time MBA programs. In 2010, Unzueta was awarded the George Robbins Teaching Award at UCLA Anderson. More recently, he was selected by MBA blog Poets and Quants as one of the best 40 business school professors under age 40.
Outside of UCLA, Miguel Unzueta has conducted trainings on decision-making, negotiations, and implicit bias for a variety of organizations including Kaiser Permanente, the Scripps Research Institute, and the Oklahoma City Thunder basketball team.Follow @unzueta
Everly, B. A., Unzueta, M. M., & Shih, M. J. (2016). Can being gay provide a boost in the hiring process? Maybe if the boss is female. Journal of Business and Psychology, 31, 293-306.
Unzueta, M. M., Everly, B. A., & Gutierrez, A. G. (2014). Social dominance orientation moderates reactions to Black and White discrimination claimants. Journal of Experimental Social Psychology, 54, 81-88.
Unzueta, M. M., Knowles, E. D., & Ho, G. C. (2012). Diversity is what you want it to be:
How social dominance motives affect diversity construals. Psychological Science, 23, 303-309.
Unzueta, M. M. & Binning, K. R. (2012). Diversity is in the eye of the beholder: How concern for the in-group affects perceptions of racial diversity. Personality and Social Psychology Bulletin, 38, 26-38.
Unzueta, M. M., Gutiérrez, A. S., & Ghavami, N. (2010). How believing in affirmative action quotas affects White women’s self-image. Journal of Experimental Social Psychology, 46, 120-126.
Binning, K. R., Unzueta, M. M., Huo, Y. J., & Molina, L. E. (2009). The interpretation of
multiracial status and its relation to social engagement and psychological well-being. Journal of Social Issues, 65, 35-4.
Tiedens, L. Z., Unzueta, M. M., & Young, M. J. (2007). An unconscious desire for hierarchy? The motivated perception of dominance complementarity in task partners. Journal of Personality and Social Psychology, 93, 402-414.
Lowery, B. S., Unzueta, M. M., Knowles, E. D., & Goff, P. A. (2006). Concern for the in-group
and opposition to affirmative action. Journal of Personality and Social Psychology, 90, 961-974.