Barriers and Boosts: Using Inequity Frames Theory to Expand Understanding of Mechanisms of Race and Gender Inequity

Phillips, L Taylor; Jun, Sora; Shakeri, Angela

doi:10.5465/annals.2020.0314

Cited by 25 publications

(25 citation statements)

References 257 publications

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“…Even the gender differences in self‐presentation and impression management strategies may put women at a greater economic disadvantage. Indeed, a common approach to the social psychological study of gender in organizations is a gap analysis, focusing on gender differences, disadvantages, and barriers based on sex (Eagly et al., 2012; Joshi et al., 2015; Phillips et al., 2022), which we have adopted here. However, other lenses exist, and scholars have recently argued that combining these perspectives with an analysis of barriers may not only bridge gaps in our understanding of gender inequities in organizations but also present avenues to continue mitigating them (Phillips et al., 2022).…”

Section: Synthesis and Future Directionsmentioning

confidence: 99%

“…Indeed, a common approach to the social psychological study of gender in organizations is a gap analysis, focusing on gender differences, disadvantages, and barriers based on sex (Eagly et al., 2012; Joshi et al., 2015; Phillips et al., 2022), which we have adopted here. However, other lenses exist, and scholars have recently argued that combining these perspectives with an analysis of barriers may not only bridge gaps in our understanding of gender inequities in organizations but also present avenues to continue mitigating them (Phillips et al., 2022). Furthermore, scholars have also recently called for a shift away from gaps (and the inequalities that exist) towards identifying positive outcomes and ways to promote equity (Ely & Padavic, 2007; Joshi et al., 2015).…”

Section: Synthesis and Future Directionsmentioning

confidence: 99%

“…Even the gender differences in self-presentation and impression management strategies may put women at a greater economic disadvantage. Indeed, a common approach to the social psychological study of gender in organizations is a gap analysis, focusing on gender differences, disadvantages, and barriers based on sex Joshi et al, 2015;Phillips et al, 2022), which we have adopted here.…”

Section: Synthesis and Future Directionsmentioning

confidence: 99%

“…However, other lenses exist, and scholars have recently argued that combining these perspectives with an analysis of barriers may not only bridge gaps in our understanding of gender inequities in organizations but also present avenues to continue mitigating them (Phillips et al, 2022). Furthermore, scholars have also recently called for a shift away from gaps (and the inequalities that exist) towards identifying positive outcomes and ways to promote equity (Ely & Padavic, 2007;Joshi et al, 2015).…”

Section: Synthesis and Future Directionsmentioning

confidence: 99%

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Barriers for women in the workplace: A social psychological perspective

Hanek

Garcia

2022

Social & Personality Psych

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We present a social psychological perspective on the barriers that women face in the workplace. We begin by reviewing the prevailing theories of gender differences such as social role theory, role congruity theory, and prescriptive gender norms and stereotypes and then extrapolate from these social psychological mechanisms for gender differences in organizations to explain various barriers, including discrimination, prejudice, performance devaluation, backlash, and more. The genesis of many of these barriers thus result from the prescriptive, at times constrictive, social expectations that influence both the external social sanctions applied to women's behavior as well as women's individual preferences. We then review four domains in which women and men differ in their preferences and behavior in the workplace: leadership, decision-making, negotiation, and influence. Finally, we acknowledge how the concept of gender is continuing to evolve, discuss its implications for economic inequality, and pose questions that will update our understanding of women in the workplace in the future.

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Section: Synthesis and Future Directionsmentioning

confidence: 99%

Section: Synthesis and Future Directionsmentioning

confidence: 99%

Section: Synthesis and Future Directionsmentioning

confidence: 99%

Section: Synthesis and Future Directionsmentioning

confidence: 99%

See 2 more Smart Citations

Barriers for women in the workplace: A social psychological perspective

Hanek

Garcia

2022

Social & Personality Psych

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“…They are presented with the consideration set of the decision-maker, containing 24 job candidates. The candidates vary in gender (12 male, 12 female), race (12 Black,12 White), and attractiveness (12 attractive, 12 unattractive), each represented by a facial photograph (see the Methods section for more details on stimulus selection and validation). Participants are told that all candidates are highly qualified and fulfill all requirements of the company.…”

mentioning

confidence: 99%

A blind spot for attractiveness discrimination: Why some types of discrimination go undetected

Jaeger¹,

Paolacci²,

Boegershausen³

2022

Preprint

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Discrimination remains a key challenge for social equity. There is widespread agreement that discrimination is unfair and should be punished. A prerequisite for this is that instances of discrimination are detected. Yet, some types of discrimination may be less apparent than others. Across seven studies (N = 3,486, five preregistered), we find that attractiveness discrimination often goes undetected compared to more prototypical types of discrimination (i.e., gender and race discrimination). This blind spot does not emerge because people perceive attractiveness discrimination to be unproblematic or desirable. Rather, our findings suggest that people’s ability to detect discrimination is bounded. People only focus on a few salient dimensions, such as gender and race, when scrutinizing decision outcomes (e.g., hiring or sentencing decisions) for bias. Consistent with this account, two interventions that increased the salience of attractiveness increased the detection of attractiveness discrimination, but also decreased the detection of gender and race discrimination.

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Gender‐ethnicity intersectional variation in work–family dynamics: Family interference with work, guilt, and job satisfaction

Hwang

Hoque

2023

Human Resource Management

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Although guilt is often considered the most prevalent emotional outcome of work–family conflict (WFC), most work–family research focuses on family‐related guilt stemming from work interference with family, rather than job‐related guilt stemming from family interference with work (FIW). In addition, there is little understanding of how different employee social groups experience the implications of FIW in their daily lives. To address these research gaps, this study explores the relationship between daily FIW and job‐related guilt, and its subsequent impact on job satisfaction. It also investigates variation in these relationships by (1) gender and (2) the intersection of gender and ethnicity. Bayesian multilevel structural equation modeling using data from 5‐day diary surveys from 210 solicitors in Britain shows daily FIW is associated with higher job‐related guilt and subsequently lower job satisfaction. The relationship is stronger for women than men in general, but is also stronger for South Asian women than white British women (and men), and for South Asian men than white British men. This suggests that studies focusing on single social group characteristics (e.g., gender) are likely to obscure intersectional effects that might produce significant within‐group variation. The findings also highlight the importance of integrating workplace inequality arguments into theorization of WFC.

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Barriers and Boosts: Using Inequity Frames Theory to Expand Understanding of Mechanisms of Race and Gender Inequity

Cited by 25 publications

References 257 publications

Barriers for women in the workplace: A social psychological perspective

Barriers for women in the workplace: A social psychological perspective

A blind spot for attractiveness discrimination: Why some types of discrimination go undetected

Gender‐ethnicity intersectional variation in work–family dynamics: Family interference with work, guilt, and job satisfaction

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