As an Assistant Professor at the Department of Social, Health, & Organizational Psychology of Utrecht University, I study the antecedents and consequences of social inclusion in diverse work settings. My research is divided into two distinct, yet related, research lines.

In my first line of research, I study how organizations can create inclusive work environments in which all employees, regardless of their differences or commonalities, perceive to belong and to be able to be themselves. To this end, my colleagues and I have recently developed the Dutch Inclusiveness Monitor (Nederlandse InclusiviteitsMonitor; www.nederlandseinclusiviteitsmonitor.nl). Building a bridge between science and practice, this tool aims to (1) diagnose the effectiveness of an organization’s diversity and inclusion policies, (2) compare the organization’s score with a benchmark score derived from other participating organizations, and (3) provide concrete and evidence-based suggestions for improvement.

In my second line of research, I study how perceptions of social inclusion in work teams come about, unfold over time, and relate to individual (e.g., well-being and performance) and group outcomes (e.g., level of conflict and decision quality). In doing so, I adopt a mixed-methods approach, by conducting both experimental and field studies and by triangulating data from multiple sources.