Bio

Myra Strober is a labor economist and Professor Emerita at the School of Education at Stanford University. She is also Professor of Economics at the Graduate School of Business at Stanford University (by courtesy). Myra’s research and consulting focus on gender issues at the workplace, work and family, and multidisciplinarity in higher education. She is the author of numerous articles on occupational segregation, women in the professions and management, the economics of childcare, feminist economics and the teaching of economics. Myra’s most recent book is a memoir, Sharing the Work: What My Family and Career Taught Me About Breaking Through (and Holding the Door Open for Others) 2016). She is also co-author, with Agnes Chan, of The Road Winds Uphill All the Way: Gender, Work, and Family in the United States and Japan (1999).

Myra is currently teaching a course on work and family at the Graduate School of Business.

Myra was the founding director of the Stanford Center for Research on Women (now the Michelle R. Clayman Institute for Gender Research). She was also the first chair of the National Council for Research on Women, a consortium of about 65 U.S. centers for research on women. Now the Council has more than 100 member centers. Myra was President of the International Association for Feminist Economics, and Vice President of the NOW Legal Defense and Education Fund (now Legal Momentum). She was an associate editor of Feminist Economics and a member of the Board of Trustees of Mills College.

Myra has consulted with several corporations on improved utilization of women in management and on work-family issues. She has also been an expert witness in cases involving the valuation of work in the home, sex discrimination, and sexual harassment.

At the School of Education, Myra was Director of the Joint Degree Program, a master’s program in which students receive both an MA in education and an MBA from the Graduate School of Business. She also served as the Chair of the Program in Administration and Policy Analysis, Associate Dean for Academic Affairs, and Acting Dean. Myra was on leave from Stanford for two years as the Program Officer in Higher Education at Atlantic Philanthropic Services (now Atlantic Philanthropies).

Myra holds a BS degree in industrial and labor relations from Cornell University, an MA in economics from Tufts University, and a Ph.D. in economics from MIT.

Academic Appointments

  • Emeritus Faculty, Acad Council, Graduate School of Education

Administrative Appointments

  • Professor Emerita of Economics, Graduate School of Business (by courtesy) (2018 - Present)

Program Affiliations

  • Feminist, Gender, and Sexuality Studies

Contact

  • Academic
    Myras@stanford.edu
    University - Emeritus faculty Department: Graduate School of Education Position: Emeritus Faculty, Acad Council

Additional Info

  • Mail Code: 4800

Links

Research Interests

  • Economics and Education
  • Gender Issues

2023-24 Courses

All Publications

  • Children as a public good DISSENT Strober, M. H. 2004; 51 (4): 57-61

    View details for Web of Science ID 000224695100013

  • Fear of feedback HARVARD BUSINESS REVIEW Jackman, J. M., Strober, M. H. 2003; 81 (4): 101-?

    Abstract

    Nobody likes performance reviews. Subordinates are terrified they'll hear nothing but criticism. Bosses think their direct reports will respond to even the mildest criticism with anger or tears. The result? Everyone keeps quiet. That's unfortunate, because most people need help figuring out how to improve their performance and advance their careers. This fear of feedback doesn't come into play just during annual reviews. At least half the executives with whom the authors have worked never ask for feedback. Many expect the worst: heated arguments, even threats of dismissal. So rather than seek feedback, people try to guess what their bosses are thinking. Fears and assumptions about feedback often manifest themselves in psychologically maladaptive behaviors such as procrastination, denial, brooding, jealousy, and self-sabotage. But there's hope, say the authors. Those who learn adaptive techniques can free themselves from destructive responses. They'll be able to deal with feedback better if they acknowledge negative emotions, reframe fear and criticism constructively, develop realistic goals, create support systems, and reward themselves for achievements along the way. Once you've begun to alter your maladaptive behaviors, you can begin seeking regular feedback from your boss. The authors take you through four steps for doing just that: self-assessment, external assessment, absorbing the feedback, and taking action toward change. Organizations profit when employees ask for feedback and deal well with criticism. Once people begin to know how they are doing relative to management's priorities, their work becomes better aligned with organizational goals. What's more, they begin to transform a feedback-averse environment into a more honest and open one, in turn improving performance throughout the organization.

    View details for Web of Science ID 000182882200014

    View details for PubMedID 12687924

  • RETHINKING ECONOMICS THROUGH A FEMINIST LENS 106th Annual Meeting of the American-Economic-Association Strober, M. H. AMER ECON ASSN. 1994: 143–47

    View details for Web of Science ID A1994NM63100029

  • ECONOMICS, LIES, AND VIDEOTAPES JOURNAL OF ECONOMIC EDUCATION Strober, M. H., Cook, A. 1992; 23 (2): 125-151

    View details for Web of Science ID A1992JQ73500004

  • HUMAN-CAPITAL THEORY - IMPLICATIONS FOR HR MANAGERS INDUSTRIAL RELATIONS Strober, M. H. 1990; 29 (2): 214-239

    View details for Web of Science ID A1990DJ13500004

  • THE SCOPE OF MICROECONOMICS - IMPLICATIONS FOR ECONOMIC EDUCATION JOURNAL OF ECONOMIC EDUCATION Strober, M. H. 1987; 18 (2): 135-149

    View details for Web of Science ID A1987J067100006

  • THE FEMINIZATION OF PUBLIC-SCHOOL TEACHING - CROSS-SECTIONAL ANALYSIS, 1850-1880 SIGNS Strober, M. H., LANFORD, A. G. 1986; 11 (2): 212-235

    View details for Web of Science ID A1986A170000001

  • WIVES LABOR-FORCE BEHAVIOR AND FAMILY CONSUMPTION PATTERNS AMERICAN ECONOMIC REVIEW Strober, M. H. 1977; 67 (1): 410-417

    View details for Web of Science ID A1977CX46500065

  • WORKING WIVES AND MAJOR FAMILY EXPENDITURES JOURNAL OF CONSUMER RESEARCH Strober, M. H., Weinberg, C. B. 1977; 4 (3): 141-147

    View details for Web of Science ID A1977EH62900002

  • SEX-DIFFERENCES IN ECONOMISTS FIELDS OF SPECIALIZATION SIGNS Strober, M. H., REAGAN, B. B. 1976; 1 (3): 303-317

    View details for Web of Science ID A1976BS94500016

  • TOWARD DIMORPHICS - SUMMARY STATEMENT TO CONFERENCE ON OCCUPATIONAL SEGREGATION SIGNS Strober, M. H. 1976; 1 (3): 293-302

    View details for Web of Science ID A1976BS94500015

  • WOMEN ECONOMISTS - CAREER ASPIRATIONS, EDUCATION, AND TRAINING AMERICAN ECONOMIC REVIEW Strober, M. H. 1975; 65 (2): 92-99

    View details for Web of Science ID A1975AB90100011

  • ECONOMIC DEVELOPMENT AND HIERARCHY OF EARNINGS INDUSTRIAL RELATIONS Strober, M. H. 1973; 12 (1): 65-76

    View details for Web of Science ID A1973P165600005