many others. Dickson also has a blog on LinkedIn where she has over 10,000 followers and thousands of views to her articles. In 2015, Dickson trained executives on improving their Emotional Intelligence, by guest lecturing at the University of Southern California (USC), Price School of Public Policy, Masters of Executive Leadership Program. One interest Dickson has is women's rights in the workplace. Dickson was an activist with 9to5, National Association of Working Women in 2007 and spoke with members of the California State Legislature in support of Senate Bill 836, which planned to amend the California Fair Employment and Housing Act to prohibit employment discrimination based on a worker's familial status. At the California State Capitol she spoke to the legislature about her research on employment discrimination against working mothers and fathers. Published work Dickson's doctoral dissertation entitled, "Antecedents and Consequences of Perceived Family Responsibilities Discrimination in the Workplace" completed in 2003 was published in a special work-life edition of the Psychologist Manager Journal in 2008. Her study was the first to measure family responsibilities discrimination (FRD) and to test a model of the antecedents and consequences of FRD. Dickson's research revealed how employee perceptions of discrimination based on their family responsibilities (childcare, eldercare, or the care of an ill spouse or relative) had negative outcomes for the companies bottom-line. She also showed how companies can prevent family responsibilities discrimination (FRD) by creating family supportive workplace cultures, training supervisors to be supportive of employees' personal and family responsibilities, and by providing flexible work schedules and childcare supports. In 2007, Dickson published a paper, entitled "Avoiding family responsibilities discrimination: EAPs can help employers understand and mitigate the risks of discrimination against workers with family responsibilities," in a special edition of the Journal of Employee Assistance. Dickson wrote about how Employee Assistance Programs can help employers mitigate the risk of Family Responsibilities Discrimination (FRD) at work. She stated that the increase in FRD poses a risk to employers because it can decrease employee productivity and increase litigation. Dickson stated that no federal law prohibits workplace discrimination against employees with family responsibilities. At the end of her article she provided practical strategies to decrease employee perceptions of FRD at work such as increasing the number of Employee Assistance Programs (EAP). In 2014, Dickson published an article on workplace flexibility entitled "Negotiating a Flexible Work Schedule]." In her article, Dickson states, "people more than