Diversity and inclusion are not merely buzzwords for me; they are guiding principles that underpin my academic philosophy and professional practice. As a professor, I am deeply committed to fostering an environment where individuals from diverse backgrounds, perspectives, and experiences feel valued, respected, and included. In my role, I actively seek to cultivate an inclusive learning environment where every voice is heard and every perspective is honored. I strive to incorporate diverse perspectives into my teaching, course materials, and research endeavors, ensuring that students encounter a broad range of viewpoints and experiences that reflect the complexities of our world.

My passion for diversity and inclusion began with a deep interest in intergroup relations and prejudice. Over the years, my research has focused on applying social psychological theories to reduce bias and promote inclusion in organizational settings. I’ve explored cultural differences in the workplace—particularly in areas such as intercultural communication, ethnocentrism, and acculturation—and proposed practical strategies for leaders and consultants to foster more inclusive environments.

My work examines key models of prejudice reduction, including the Personalization, Recategorization, and Crossed-Categorization Models, offering evidence-based approaches to help managers address intergroup bias. This research has included experimental studies on affect, social desirability, category relevance, and self-other dynamics in group settings.Today, my work continues to bridge leadership and diversity, with a growing focus on addressing Islamophobia, gender bias, and building inclusive, psychologically safe workplaces.