Dr. Woodley's research centers on two topics that have significant implications for women and minorities: workplace inequality and diversity; teen sexual attitudes and behaviors. He draws heavily from theories and research in organizations, economic sociology, social psychology, social networks analysis, race and gender studies. Dr. Woodley's dissertation investigated the effects of organizational transformations on workplace diversity and inequality. He examined how the use of self-managing teams affects income, promotion, job satisfaction, and commitment for women and minorities relative to white men. He ,ed hypotheses from scholars who argue that women and minorities benefit from participation in self-managing teams because teams create opportunities to network with more influential persons within an organization; in other words, teams help women and minorities build social capital. Dr. Woodley conducted a six month, multi-method study which included a two-panel survey, participant observation and semi-structured interviews in the investments department of a multinational insurance company in the Midwest. Results showed that the type of team matters; women do better in “special project teams” than in regular work teams. However, significant gender differences in employee performance and job outcomes persist despite small gains in special project teams. He has since extended this research to include gender and racial inequality in employee owned companies, in a collaborative project with senior faculty from Rutgers University School of Management, using data from the National Bureau of Economic Research. Dr. Woodley also has plans to venture into research that looks at how MBA programs prepare women and minorities for leadership in companies that use self-managing teams.