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Durr, Marlese

doi:10.1023/a:1024673126839

Cited by 22 publications

(4 citation statements)

References 8 publications

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“…For example, in the Fortune 100, African Americans hold only 7.6% of board seats and Latinos hold only 3% of seats (Alliance for Board Diversity, 2011). In contrast, Blacks and Latinos are overrepresented in operations, labor, and service positions (Equal Employment Opportunity Commission, 2011), in which promotion to managerial roles is uncommon or impossible (Durr & Logan, 1997; McBrier & Wilson, 2004; Yap & Konrad, 2009; Zweigenhaft & Domhoff, 1998). Minorities also face segregation in white-collar workplaces.…”

Section: Situational Cues In Work Settingsmentioning

confidence: 99%

Identity threat at work: How social identity threat and situational cues contribute to racial and ethnic disparities in the workplace.

Emerson¹,

Murphy²

2014

Cultural Diversity & Ethnic Minority Psychology

145

122

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Significant disparities remain between racial and ethnic minorities' and Whites' experiences of American workplaces. Traditional prejudice and discrimination approaches explain these gaps in hiring, promotion, satisfaction, and well-being by pointing to the prejudice of people within organizations such as peers, managers, and executives. Grounded in social identity threat theory, this theoretical review instead argues that particular situational cues-often communicated by well-meaning, largely unprejudiced employees and managers-signal to stigmatized groups whether their identity is threatened and devalued or respected and affirmed. First, we provide an overview of how identity threat shapes the psychological processes of racial and ethnic minorities by heightening vigilance to certain situational cues in the workplace. Next, we outline several of these cues and their role in creating and sustaining perceptions of identity threat (or safety). Finally, we provide empirically grounded suggestions that organizations may use to increase identity safety among their employees of color. Taken together, the research demonstrates how situational cues contribute to disparate psychological experiences for racial and ethnic minorities at work, and suggests that by altering threatening cues, organizations may create more equitable, respectful, and inclusive environments where all people may thrive.

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Section: Situational Cues In Work Settingsmentioning

confidence: 99%

Identity threat at work: How social identity threat and situational cues contribute to racial and ethnic disparities in the workplace.

Emerson¹,

Murphy²

2014

Cultural Diversity & Ethnic Minority Psychology

145

122

View full text Add to dashboard Cite

show abstract

“…However, preference for minority leaders was not predicted by perceptions of lower severity of the economic crisis. The social crisis-minority association is in line with social categorization theory which posits that minority group members are often perceived to be more suitable to handle matters of social injustice in politics and at the workplace compared to non-minority group members (e.g., Durr & Logan, 1997 ; Lee, 2008 ). Attributions of more other-oriented leadership qualities to minority leaders (e.g., Gündemir et al, 2019 ) could reinforce the expectation that (ethnic) minority group members are better fit to address social issues during the crisis than non-minority group members.…”

Section: Discussionmentioning

confidence: 66%

“…Asians are generally associated with more feminine characteristics than White people ( Galinsky et al, 2013 ). Racial-ethnic minority leaders are also more likely to be appointed to handle issues that disproportionately affect minority members, i.e., issues regarding social injustices ( Durr & Logan, 1997 ; Lee, 2008 ).…”

Section: Context-dependent Leadership Preferencesmentioning

confidence: 99%

A five-nation study of the impact of political leaning and perception of crisis severity on the preference for female and minority leaders during the COVID-19 pandemic

Takizawa

Robinson

Aelenei

et al. 2022

Current Research in Ecological and Social Psychology

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“…Most of the discrimination literature has focused on African Americans (e.g., Brown & Ford, 1977; Hughes & Dodge, 1997; Nord & Ting, 1994; Slaughter et al, 2002; Smith et al, 1978 ) and women (Heilman, 1980, 1983; Heilman & Martell, 1986; Heilman et al, 1988; Heilman & Saruwatari, 1979; Heilman & Stopeck, 1985). The race literature has suggested that interviewers perceive African-American applicants as less intelligent than whites (Frazer & Wiersma, 2001), that they have insufficient soft skills (Moss & Tilly, 1996), and have had less job security than white employees have (Durr & Logan, 1997). Heilman’s lack of fit model has been used to explain gender discrimination.…”

mentioning

confidence: 99%

Job Type, Religion, and Muslim Gender as Predictors of Discrimination in Employment Settings

Mansouri

Perlow

2022

Psychol Rep

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Most employment discrimination research has focused on race and gender. The relatively fewer papers dealing with religion suggests that discrimination exists. We extend the literature by examining the effects of job type (public safety/non-public safety), religion (Muslim/non-Muslim) and Muslim gender on selection decisions. Participants ranked applicants and made judgments on trust and whether to interview applicants after evaluating seven resumes for either a shipping clerk or a security guard position. Participants rated Muslim applicants lower than non-Muslim applicants for the security guard position. We found no evidence of discrimination in the shipping clerk position. Perceived trust may be a possible explanation for some of the decisions people made. We also found that the Muslim female candidate was rated higher than the Muslim male candidate for the security guard position; no gender differences existed for the shipping clerk position. Our findings are consistent with the gender discrimination literature in that job type affected the extent to which religious-based discrimination occurred and the intersectionality literature/models specifying that combinations of demographics can impact judgments. One implication is the need to incorporate religion in discrimination interventions.

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Untitled

Cited by 22 publications

References 8 publications

Identity threat at work: How social identity threat and situational cues contribute to racial and ethnic disparities in the workplace.

Identity threat at work: How social identity threat and situational cues contribute to racial and ethnic disparities in the workplace.

A five-nation study of the impact of political leaning and perception of crisis severity on the preference for female and minority leaders during the COVID-19 pandemic

Job Type, Religion, and Muslim Gender as Predictors of Discrimination in Employment Settings

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