Hidden in Plain Sight: Locating, Validating, and Advocating the Stigma Experiences of Women of Color

Carter‐Sowell, Adrienne R.; Zimmerman, Carla A.

doi:10.1007/s11199-015-0529-2

Cited by 25 publications

(18 citation statements)

References 45 publications

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“…Our research contributes to the topic of diversity and inclusion in the workplace by replicating and extending research the disproportionate effects of workplace ostracism – being ignored and excluded by others on the job ( Carter-Sowell and Zimmerman, 2015 ). We examine these diverse experiences using two measures of inclusion – first focusing on social interactions, and the second focusing on information sharing – a little studied form of ostracism.…”

mentioning

confidence: 71%

Examining Workplace Ostracism Experiences in Academia: Understanding How Differences in the Faculty Ranks Influence Inclusive Climates on Campus

Zimmerman

Carter‐Sowell

2016

Front. Psychol.

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Research on the retention of women in academia has focused on challenges, including a “chilly climate,” devaluation, and incivility. The unique consequences of workplace ostracism – being ignored and excluded by others in an organizational setting – require focus on this experience as another interpersonal challenge for women in academia. The purpose of this study is to examine differences in the faculty experiences and outcomes of workplace ostracism, and to determine if these experiences are affected significantly by the gender composition of an employee’s specific department. Participants were recruited at two time points to complete campus climate surveys that were distributed to faculty at a large, public, research university. We examined the number of reported ostracism experiences (Study 1) and perceived information sharing (Study 2) among male and female university faculty. The findings indicated that female faculty members perceived more workplace ostracism than male faculty members. Analyses of department gender ratios suggested that the proportion of women in the department did not reduce the amount of workplace ostracism experienced by women. No gender differences were found in perceived information sharing. However, we found that Faculty of Color, both men and women, reported more frequent information exclusion than White faculty. These results have important implications for theoretical and practical understandings of workplace demography and suggest that it is necessary to look at subtle, ambiguous forms of discrimination in order to increase retention of faculty from underrepresented groups in academia.

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confidence: 71%

Examining Workplace Ostracism Experiences in Academia: Understanding How Differences in the Faculty Ranks Influence Inclusive Climates on Campus

Zimmerman

Carter‐Sowell

2016

Front. Psychol.

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“…The broader literature on the experiences of people of color in Science, Technology, Engineering, and Math (STEM) shows that workers of color experience racial bias across their education and work careers creating obstacles for entering and remaining in STEM jobs (Carter‐Sowell & Zimmerman, ; McGee & Bentley, ). However, racial bias in tech work operates differently for different racial and ethnic groups.…”

Section: Underrepresentation and The Limits Of Diversity Without Inclmentioning

confidence: 99%

“…However, racial bias in tech work operates differently for different racial and ethnic groups. Black and Latinx workers and students contend with isolation, questions about their competence, and racial microaggressions (Brown et al, ; Carter‐Sowell & Zimmerman, ; McGee & Bentley, ).…”

Section: Underrepresentation and The Limits Of Diversity Without Inclmentioning

confidence: 99%

What do we mean by broadening participation? Race, inequality, and diversity in tech work

Alegria

2020

Sociology Compass

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In this article, I review the literature on race and racism in tech work and show that challenges related to increasing diversity and inclusion for racial and ethnic minorities are complicated and shaped by both immigration regimes and gender inequalities that do not impact all minority workers the same. I show that people of color are especially likely to be excluded from decision‐making leadership positions, limiting contributions that would shape the form and function of new technologies. Despite the complexity of these obstacles, I argue that addressing them is critical since the technology on which we increasingly rely may embed old racial inequity in an emerging technological landscape. Building from the existing literature, I show that (a) Black and Latinx workers are under‐represented numerically in tech work and those who do enter the field confront racial bias and (b) even though Asians are not numerically underrepresented, workplace practices, often supported by immigration policy and stereotype driven biases, interrupt full participation in decision making. I conclude by arguing that technological products reflect this lack of diversity in ways that further disadvantage communities of color.

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“…I-O psychologists can also design training programs that identify and target disrespect against WOC. WOC are more likely to bear the brunt of workplace discrimination (e.g., incivility, microaggressions, ostracism; Carter-Sowell & Zimmerman, 2015), and those in academic STEM settings are also more likely to report that their students and colleagues do not treat them as expert scholars (Pittman, 2010). Implementing such programs can help WOC get the respect they have earned.…”

Section: Bias Trainingmentioning

confidence: 99%

Intersectionally Insufficient: A Necessary Expansion of the Social-Structural Lens

Brown

Liu

2018

Ind. Organ. Psychol.

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Miner et al.’s (2018) interpretation of gender inequity in STEM fields as a social-structural problem shifts the onus from “her” as the root of the problem to “us” as a society. However, despite noting the “even bleaker” outlook for women of color early on, the focal article lacks an intersectional focus, ignoring the differential experiences that exist between white women and women of color. Crenshaw's (1991) original work on intersectionality highlighted the fact that the experiences of women of color (WOC) often differ drastically from those of their White counterparts, and the subsequent body of intersectionality literature in a variety of fields reminds us that failing to include an intersectional perspective is an oversight we can no longer afford to make. With this in mind, we highlight the ways in which those at the intersection of both gender and racial minority status face a “double bind” (Malcom & Malcom, 2011), such that they are additionally disadvantaged by society's perceptions and expectations of the behavior of WOC.

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Hidden in Plain Sight: Locating, Validating, and Advocating the Stigma Experiences of Women of Color

Cited by 25 publications

References 45 publications

Examining Workplace Ostracism Experiences in Academia: Understanding How Differences in the Faculty Ranks Influence Inclusive Climates on Campus

Examining Workplace Ostracism Experiences in Academia: Understanding How Differences in the Faculty Ranks Influence Inclusive Climates on Campus

What do we mean by broadening participation? Race, inequality, and diversity in tech work

Intersectionally Insufficient: A Necessary Expansion of the Social-Structural Lens

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