Overview

  • Thomas joins UAB from the University of Georgia, where she is senior associate dean in the Franklin College of Arts and Sciences. In that role, Thomas is the division dean for the social and behavioral sciences and also manages the college’s faculty affairs functions, its diversity and its inclusion strategy and is a liaison to the faculty senate. Thomas, who began her 27-year tenure at UGA as a professor of industrial-organizational psychology and African American studies, has supervised 23 doctoral recipients and is the founding director of the Center for Research and Engagement in Diversity, a program of the Franklin College.

    “I am honored to be named the dean of the College of Arts and Sciences at UAB,” Thomas said. “Colleges of Arts and Sciences are the intellectual foundation of higher education. I am very much looking forward to collaborating with my brilliant colleagues in the arts, humanities, social and behavioral sciences, and the natural sciences in creating new opportunities to serve our students and the Birmingham community through our instruction, research, discovery and creative activities. Likewise, I look forward to joining the impressive community of deans and senior campus leadership in meeting the grand challenge of the university in creating a healthier community locally and globally.”
  • Selected Publications

    Academic Article

    Year Title Altmetric
    2019 Leading as “the Other”Journal of Leadership and Organizational Studies.  26:402-406. 2019
    2018 Do Color Blindness and Multiculturalism Remedy or Foster Discrimination and Racism?Current Directions in Psychological Science.  27:200-206. 2018
    2017 Guest editorial 2017
    2015 The role of diversity practices and inclusion in promoting trust and employee engagementJournal of Applied Social Psychology.  45:35-44. 2015
    2014 Race and ethnicity in the workplace: Spotlighting the perspectives of historically stigmatized groupsCultural Diversity and Ethnic Minority Psychology.  20:479-482. 2014
    2012 A Similar, marginal place in the academy: Contextualizing the leadership strategies of black women in the United States and South Africa 2012
    2010 An inclusive strategy of teaching diversity 2010
    2009 Is multiculturalism or color blindness better for minorities?: Short ReportPsychological Science.  20:444-446. 2009
    2009 The hidden prejudice in selection: A research investigation on skin color biasJournal of Applied Social Psychology.  39:134-168. 2009
    2008 From mammy to superwoman: Images that Hinder Black women's career developmentJournal of Career Development.  35:129-150. 2008
    2008 Intentions to initiate mentoring relationships: Understanding the impact of race, proactivity, feelings of deprivation, and relationship rolesJournal of Social Psychology.  148:727-744. 2008
    2007 Assessing the multigroup ethnic identity measure for measurement equivalence across racial and ethnic groups 2007
    2005 The Roles of Protégé Race, Gender, and Proactive Socialization Attempts on Peer Mentoring 2005
    2002 Minority Employees in Majority Organizations: The Intersection of Individual and Organizational Racial Identity in the Workplace 2002
    2002 Motivation to control prejudice as a mediator of identity and affirmative action attitudesJournal of Applied Social Psychology.  32:934-964. 2002
    2001 Is all sexual harassment viewed the same? Mock juror decisions in same-and cross-gender casesJournal of Applied Psychology.  86:179-187. 2001
    2000 Advertising and recruitment: Marketing to minoritiesPsychology and Marketing.  17:235-255. 2000
    2000 An examination of happiness, racism, and demographics on judgments of guiltJournal of Applied Social Psychology.  30:816-832. 2000
    1999 Career development strategies and experiences of "Outsiders Within" in academeJournal of Career Development.  26:51-67. 1999
    1999 Organizational attractiveness and individual differences: Are diverse applicants attracted by different factors?Journal of Business and Psychology.  13:375-390. 1999
    1999 The organizational Outsider WithinJournal of Career Development.  26:3-5. 1999
    1998 Redefining race in the workplace: Insights from ethnic identity theoryJournal of Black Psychology.  24:76-92. 1998
    1997 Managing Stress: Emotion and Power at Work 1997
    1996 Psychological privilege and ethnocentrism as barriers to cross-cultural adjustment and effective intercultural interactions 1996
    1994 Role of Causal Attributions in Dynamic Self-Regulation and Goal ProcessesJournal of Applied Psychology.  79:812-818. 1994

    Book

    Year Title Altmetric
    2014 Foreword 2014
    2014 Diversity Ideologies in Organizations 2014
    2012 Diversity resistance in organizations 2012

    Chapter

    Year Title Altmetric
    2015 Group- based experiences of discrimination: Moving beyond cognitive theories.  25-40. 2015
    2014 Diversity ideologies in organizations: An introduction.  1-17. 2014
    2014 The intersection of organizational and individual diversity ideology on diverse employees’ perceptions of inclusion and organizational justice.  205-231. 2014
    2013 I-O psychology education and the nonprofit context.  325-350. 2013
    2012 Final reflections: Resisting the resistors.  303-314. 2012
    2012 The many faces of diversity resistance in the workplace.  1-22. 2012
    2008 Skin color bias in the workplace: The media's role and implications toward preference.  47-62. 2008
    2004 Group-level explanations of workplace discrimination.  63-88. 2004

    Full Name

  • Kecia Thomas