Emilio J. Castilla is the NTU Professor of Management and Professor at the MIT Sloan School of Management. He is also the head of the Work and Organization Studies Group.
Castilla studies how social and organizational processes influence key employment outcomes over time. He tackles his research questions by examining different empirical settings with longitudinal datasets, both at the individual and organizational levels. His focus is on the screening, hiring, performance management, development, and job mobility of employees within and across organizations and locations, as well as on the impact of teamwork and social relations on employees’ careers. His research and teaching interests include organizational theory and behavior, talent management, human resources management, and people analytics. His work has been published in several top academic journals and edited volumes, including Administrative Science Quarterly, Organization Science, American Journal of Sociology, and American Sociological Review. He has also written a book on the use of longitudinal methods in social science research (Elsevier/Academic Press).
Castilla joined the MIT Sloan faculty in 2005, after being a faculty member for three years in the management department of the Wharton School at the University of Pennsylvania. He is a member of the Institute for Work and Employment Research at MIT, as well as a Research Fellow at the Wharton Financial Institutions Center and at the Center for Human Resources at the Wharton School.
Castilla holds a post-graduate degree in Business Analysis from the Management School in Lancaster University (UK); a BA in economics from Universitat de Barcelona; and his PhD and MA in Sociology from Stanford University.
In this September 2020 statement, the faculty leaders of the Good Companies, Good Jobs Initiative at MIT Sloan call for significant changes to benefit U.S. workers.
To improve the recruitment and retention of underrepresented employees — and, importantly, to show that their decisions about whom to hire, reward, and promote are based on objective, fair,...
Done right, people analytics allows you to keep your people and your organization successful and effective, even in a constantly changing environment.
Recognizing the myth of the meritocracy is the first step toward ending the gender pay gap for women in tech, according to research from Emilio Castilla.
This year's Richard Beckhard Memorial Prize goes to the summer 2016 MIT SMR article by Emilio J. Castilla, “Achieving Meritocracy in the Workplace.”
Emilio Castilla, a professor at MIT, urges executives to use data for decisions about employees, instead of relying on intuition, experience or advice.
Racial discrimination may be alive and well in the technology industry.
"Merit-based reward practices can unintentionally lead to pay disparities based on gender, race, and national origin. Here’s how companies can use data, transparency, and accountability to prevent...
No business likes a high amount of turnover, so employers at call centers savor any tips on how to keep workers. One way to do so, according to Professor Emilio J. Castilla, may be to get current...
Formal policies can help equalize pay structures for men and women, but they are only part of the equation.
Leading People At Work: Strategies for Talent Analytics
Sign Up for Email Updates on Executive Education Programs