How Does Intersectionality Impact Work Attitudes? The Effect of Layered Group Memberships in a Field Sample

Salter, Nicholas P.; Sawyer, Katina; Gebhardt, Scott T.

doi:10.1007/s10869-020-09718-z

Cited by 21 publications

(19 citation statements)

References 90 publications

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“…Perhaps it is because women and minorities perceive their organizations to be less fair and inclusive that women and minorities are also more favorable of efforts to make their organizations more diverse and inclusive (Kossek & Zonia, 1993). Using an international consulting firm’s archival dataset of approximately 6,000,000 employees from multiple organizations, Salter et al (2020) found that the greater number of minority statuses one claimed, from a choice of gender (female), age (40 and older), race (racial minority), disability (disabled), and sexual orientation (nonheterosexual), the lower one’s perceptions of diversity climate. Their tentative explanation for this finding is that:It may be the case that individuals with many minority group memberships are more aware of the multiple forms of diversity that may be present within organizations and think more critically about whether organizations are truly diverse and inclusive.…”

Section: Intersectionalitymentioning

confidence: 99%

Examining diversity climate through an intersectional lens.

Cheeks¹,

Yancey²

2022

Psychology of Leaders and Leadership

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Previous research indicates that an organization's diversity climate is related to positive work attitudes and behaviors. The literature also suggests that diversity perceptions differ between target and agent groups. To explore these relationships, 344 employees from various organizations were surveyed. Significant correlations were found between diversity climate and job satisfaction, satisfaction toward coworkers, affective organizational commitment, and perceived organizational support. We also found significant differences in perceptions of diversity climate based on differences in race, sexual orientation, and age. In addition, we found that the more target groups a person belongs to was related to a lower rating of their organization's diversity climate.

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Section: Intersectionalitymentioning

confidence: 99%

Examining diversity climate through an intersectional lens.

Cheeks¹,

Yancey²

2022

Psychology of Leaders and Leadership

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“…Previous research suggests that multiple minority statuses can often intersect in a multiplicative manner resulting in unique and different experiences (i.e. stressors and strengths) compared to people who identify with just one minority status (Hall et al , 2019; Salter et al , 2020). For example, previous research has found that Black gay men are often perceived more positively than White gay men (Pedulla, 2014; Remedios et al , 2011).…”

Section: Discussionmentioning

confidence: 99%

The positive experiences associated with coming out at work

Salter

Sasso

2021

EDI

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PurposeMuch research has focused on the negative aspects of disclosing sexual orientation and/or gender identity in the workplace but less has explicitly examined the positive aspects. This lack of research is problematic as this can oversimplify the work lives of lesbian, gay, bisexual, transgender or queer (LGBTQ) people. The current study examines positive intrapersonal, interpersonal and work opportunity experiences associated with coming out in the workplace as LGBTQ.Design/methodology/approachThe current study surveyed 135 working adults who identified as LGBTQ and used a mixed qualitative and quantitative design to examine the relationship between disclosure and various positive workplace experiences.FindingsResults suggest that sexual orientation disclosure at work was related to participants perceiving multiple positive interpersonal as well as work opportunity experiences. Furthermore, results suggest gender identity disclosure was similar to, but not the same as, sexual orientation disclosure in terms of perception of positive experiences.Originality/valuePrevious research on disclosure at work has taken a somewhat narrow and typically quantitative approach. The current study provides more nuance to the phenomenon by broadly examining multiple positive experiences associated with disclosure and studying them qualitatively in order to best understand participants' experiences in their own voices.

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“…Differences in seeking treatment may extend to differences in willingness to discuss one’s depression or to engage in research studies. In the future, targeted recruitment strategies should be employed to specifically engage racial/ethnic minority participants as their experiences may be uniquely affected by managing dual stigmatized identities (Salter, Sawyer, & Gebhardt, 2020).…”

Section: Limitationsmentioning

confidence: 99%

Navigating Depression at Work: Identity Management Strategies Along the Disclosure Continuum

Follmer

Jones

2021

Group & Organization Management

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For employees with stigmatized concealable identities, the decision to disclose or not disclose represents a critical workplace experience. Moreover, employees enact their disclosure decisions by engaging in identity management (IM) strategies. Although multiple conceptual frameworks exist related to disclosure decisions and IM strategies, none of these frameworks consider the relationship between these two phenomena. In addition, empirical work surrounding disclosure decisions often positions disclosure as a dichotomous decision, rather than considering disclosure as occurring along a continuum. In this study, we use in-depth interviews to investigate the nuances of concealable IM using a sample of stigmatized employees, namely, those with depression. Through inductive thematic analysis, a continuum of disclosure decisions emerged (non-disclosure, partial disclosure, and full disclosure) as well as eight distinct IM strategies that participants used to enact their disclosure decisions. Our results extend the knowledge of concealable IM in multiple ways. First, we map specific IM strategies onto the disclosure continuum to provide a more robust understanding of the IM process for employees with depression. Second, we identify specific IM strategies related to partial disclosure and full disclosure, thereby extending existing conceptual frameworks. Additionally, we expand the definitions of the concealing and signaling IM strategies. Lastly, our study exposes the lived experiences of a group of employees that have traditionally been underrepresented in applied organizational research, those with depression.

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How Does Intersectionality Impact Work Attitudes? The Effect of Layered Group Memberships in a Field Sample

Cited by 21 publications

References 90 publications

Examining diversity climate through an intersectional lens.

Examining diversity climate through an intersectional lens.

The positive experiences associated with coming out at work

Navigating Depression at Work: Identity Management Strategies Along the Disclosure Continuum

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