Stephanie Thomas

people / faculty

Stephanie Thomas

Research Associate, Institute for Compensation Studies
Lecturer, Department of Economics
Institute for Compensation Studies

Overview

Stephanie Thomas is a Research Associate of the Institute for Compensation Studies (ICS) in the ILR School at Cornell University, an interdisciplinary initiative that analyzes, teaches and communicates broadly about monetary and non-monetary rewards from work. Stephanie is also a Lecturer in the Department of Economics at Cornell University.

Thomas comes to the Institute for Compensation Studies after a 15 year consulting career where she specialized in the analysis of equal employment issues. She has provided consulting services to Fortune 500 companies, privately held businesses, major law firms and government agencies such as the Department of Justice and the FBI. Thomas has testified as an economic and statistical expert in federal and state courts throughout the United States.

Prior to her consulting career, Thomas served on the faculty of New York University, where she taught courses in economic theory and econometrics. In 1998, she was awarded the Excellence in Undergraduate Teaching from New York University College of Arts and Sciences.

Teaching Statement

Stephanie R. Thomas, Ph.D.

Statement of Teaching Interest

As a teacher of economics, I have the opportunity to share my knowledge of a subject I love with new groups of students every semester. In all of my courses, I have two main learning objectives: to demonstrate that the subject of economics is accessible to everyone, and to show how an understanding of economics is critical to an individual’s role as a member of society. The vast majority of my students are not economics majors and many of them have some doubt about their ability to succeed in my class. I strive to present complex concepts in an intuitive manner, focusing on the application of concepts to real-world issues. Highlighting real-world issues also helps me to convey the importance of understanding economics to one’s role in the broader societal context. Based on the student evaluations I have received, I think that I have been successful in achieving these objectives:

-The content was great and well explained. Thomas took a challenging subject and made it easy and engaging.

-Thomas’ teaching style makes a course I was worried about seem easy to understand. I am not an economics person at all, but the concepts made sense when she explained them.

-I‘ve never been more interested in an economics course. Professor Thomas’s enthusiasm for the subject was extremely contagious and made attending class a pleasure.

-I really enjoyed the discussions our class had about economic policy. It helped me think more critically about what policies our country is implementing and how it can affect us on a larger scale.

I attribute my success in achieving these two objectives to having a very organized course plan that embraces different learning styles. While lecture plays a role in my class, I also incorporate multimedia presentations, case study discussions, in-class polling technology, and supplemental readings and videos. Having such a diverse collection of information can be overwhelming to students. To help them access this information in a logical way that is consistent with the objectives of my courses, I rely on my online learning management software. I am very proud of the Blackboard site I have created. Other instructors have asked to have access to my site to help them design their own course sites, and my students have responded very positively to what I have built within my LMS:

-Everything she put on Blackboard was valuable. Also, she has the best Blackboard site I’ve ever seen. She definitely utilizes all of Blackboard’s resources.

I would like to continue to teach introductory level courses. I address the challenges of introductory courses – many of which are required - from the following perspective: students attend class on day one because they have to attend, but they attend for the rest of the semester because they want to attend. I enjoy the challenge of continually finding new ways to make economics accessible and show the practical value of an economics education.

Research Statement

Throughout her career, Thomas has completed research on a variety of labor economics topics including wage determination, pay gaps and inequality, and the quantitative analysis of employment discrimination. She has published articles in Bloomberg Law Report, Compensation & Benefits Review, Corporate Counselor, Journal of Compensation and Benefits, Mealey's Litigation Report: Employment Law and The OFCCP Digest. She has appeared on a variety of NPR programs and regularly speaks to industry and professional groups across the country.

Publications

Journal Articles

  • Stephanie R. Thomas. 2012. A Conversation with OFCCP Director Shiu about "Good Jobs for Everyone", The OFCCP Digest. 2(7):2.
  • Stephanie R. Thomas. 2012. OFCCP Proposes Utilization Goal for Disabled Individuals, The OFCCP Digest. 2(2):2.
  • Stephanie R. Thomas. 2011. How the OFCCP's Thirst for Data Will Impact You, The OFCCP Digest. 1(2):2.
  • Stephanie R. Thomas. 2010. The Changing Landscape of Compensation Equity Enforcement, Corporate Counselor.
  • Stephanie R. Thomas. 2010. The Gender Pay Gap: A Closer Look at the Underlying Causes, Bloomberg Law Report. 11.
  • Stephanie R. Thomas. 2009. Five Standards for an OFCCP-Compliant Compensation Self-Evaluation, Compensation & Benefits Review. (41).
  • Stephanie R. Thomas. 2008. Self-Audits as a Mechanism to Understand the How and Why of Compensation, Journal of Compensation and Benefits. 24(4).
  • Stephanie R. Thomas. 2008. Are Your Employees 'Fairly' Compensated? A 10-Point Inspection, Mealey's Litigation Report: Employment Law. 4(11):6.

Books

  • Stephanie R. Thomas. 2013. Compensating Your Employees Fairly: A Guide to Internal Pay Equity. New York, NY: Apress / Springer Science&Business, 2013. Robert Hutchinson and Rita Fernando. (308)

Book Chapters

  • Stephanie R. Thomas. 1997. Appendix: The Postwar Empirics of the United States and the United Kingdom. in Transformational Growth and the Business Cycle. London: Routledge, 1997. Edward J Nell. (20)
  • Stephanie R. Thomas. 1997. United Kingdom Business Cycles: Stylized Facts and the Marginal Cost / Marginal Productivity Debate. in Transformational growth and the Business Cycle. London: Routledge, 1997. Edward J Nell. (30)

Professional Activities

  • Aligning Pay with Performance: An Economic Perspective. Presented to The Conference Board. San Francisco, CA. 2014.
  • The Optics of Executive Compensation. Presented to Institute for Human Resources. online. 2014.
  • The Optics of Executive Compensation. Presented to ILR. New York, NY. 2014.
  • Pay Equity: What President Obama's New Executive Order Means for You and Your Employees. Presented to Kenexa. online. 2014.
  • Pay Equity: Understanding the Relationship Between Pay Transparency, Compensation Communications and Perceptions. Presented to BLR. online. 2014.
  • Five Years After Ledbetter: ILR Perspectives. Presented to ILR Institute for Compensation Studies. Ithaca, NY. 2014.
  • Equal Pay for Equal - or Comparable - Work: Effective Pay Practices that Don't Breed Equal Pay Act or Job Segregation Claims. Presented to BLR. online. 2013.
  • Means, Medians and Multiple Regression: Examining Compensation for Internal Equity. Presented to National Industry Liaison Group. Indianapolis, IN. 2013.
  • Using Quantitative Tools to Examine Compensation for Equity and Fairness. Presented to SHRM. Chicago, IL. 2013.
  • Managing the Risk of Litigation with Compensation Reviews. Presented to Avant Resources. online. 2012.
  • If I Shred It Will I Dread It? A Primer on EEO Document Retention. Presented to Avant Resources. online. 2012.
  • Statistics and Adverse Impact. Presented to University of Maryland. College Park, MD. 2012.
  • Examining Compensation for Internal Equity. Presented to North Florida Compensation and Benefits Association. Jacksonville, FL. 2012.
  • Examining Compensation for Internal Equity. Presented to Texas Total Rewards. Richardson, TX. 2012.
  • The Compensation Review: Evaluate Internal Pay Equity and Manage Compensation Discrimination Litigation. Presented to Florida SHRM. Orlando, FL. 2012.
  • Compensation Reviews. Presented to Illinois SHRM. Oakbrook Terrace, IL. 2012.
  • Compensation in 2012: Examining Your Pay Systems for Discrimination. Presented to WorldatWork. online. 2012.
  • Preventive Pay Equity Audits: Fairness & EEOC Compliance. Presented to Center for Competitive Management. online. 2012.
  • If I Shred It Will I Dread It? A Primer on EEO Document Retention. Presented to Avant Resources. online. 2012.
  • Compensation Data, Analysis and AAPs: What You Need to Know. Presented to Institute for Human Resources. online. 2012.
  • HR Metrics: What You're Tracking and Why Nobody Cares. Presented to Avant Rersources. online. 2012.
  • Compensation in 2012: Examining Your Pay Systems for Discrimination. Presented to Kenexa. online. 2012.
  • The Changing Landscape of Pay Equity Enforcement. Presented to Human Resource Association of the National Capital Area. Washington, DC. 2012.
  • Managing the Risk of Employment Litigation with a Compensation Self-Audit. Presented to ComplianceOnline. online. 2012.
  • The HR Practitioner's Guide to Adverse Impact. Presented to ComplianceOnline. online. 2012.
  • If I Shred It Will I Dread It? A Primer on EEO Document Retention. Presented to Avant Resources. online. 2012.
  • Avoiding (Un)intentional Discrimination When Recruiting Via Social Media. Presented to Institute for Human Resources. online. 2012.
  • The Compensation Review: How to Use the Most Important Tool in the Risk Management Arsenal. Presented to Institute for Human Resources. online. 2011.
  • What's Causing the Gender Pay Gap?. Presented to Institute for Human Resources. online. 2011.
  • Be a Compliance Rock Star: Working Proactively with the EEOC and Department of Labor. Presented to Ohio State SHRM. Sandusky, OH. 2011.
  • Recent Developments in Compensation Analysis. Presented to Institute for Human Resources. online. 2011.
  • Examining Class Certification Issues in Employment Discrimination Litigation with Statistics. Presented to Insurance Society of Philadelphia. Philadelphia, PA. 2011.
  • Evaluation of Economic Damages in Whongful Termination Litigation. Presented to Practising Law Institute. 2008.
  • Financial Innovation and the Reconstruction of Monetary Aggregates in teh Postwar United States. Presented to Eastern Economics Association. New York, NY. 1998.
  • United Kingdom Business Cycles: Stylized Facts and the Marginal Cost / Marginal Productivity Debate. Presented to Post Keynsian Economics Group. New Orleans. 1997.

Honors and Awards

  • Schwartz Center for Economic Policy Analysis Dissertation Fellowship, New School for Social Research. 1999
  • Edith and Henry Johnson Award for Outstanding Dissertation, New School for Social Research. 1999
  • New York University Economics Students Association Student Appreciation Award, New York University. 1999
  • College of Arts and Sciences Excellence in Undergraduate Teaching Award, New York University. 1998
  • Student Achievement Award, Wall Street Journal. 1993