How prior knowledge of LGB identities alters the effects of workplace disclosure

Sabat, Isaac E.; Lindsey, Alex; King, Eden B.; Ahmad, Afra S.; Membere, Ashley; Arena, David F.

doi:10.1016/j.jvb.2017.09.001

Cited by 23 publications

(21 citation statements)

References 48 publications

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“…By reaching into the phenomenologies of protégés, and by inviting their ideas into the scientific community, mentors can transform the role of research beyond a system-justifying practice that has yielded too little with respect to social justice. Anti-racist science practices, informed by culturally relevant knowledge and CRT, can retain greater numbers of novice scientists who live out the implications of their work and efforts (see Sabat et al 2017).…”

Section: Discussionmentioning

confidence: 99%

“…They recognize that mentorship makes a meaningful difference in the lives of students of color (Jackson et al 2003). Hence, we argue that anti-racist laboratory cultures that are responsive to the needs and experiences of students of color, and that are championed by race-conscious white mentors, will create space for social cohesion and group morale, which will positively impact research continuity and productivity (see Carpi et al 2017;Sabat et al 2017). We suspect that race-conscious research cultures are predicated on the willingness of white mentors to overcome intrapsychic hurdles that interrupt authentic mentor-protégé communication.…”

Section: Crt Tenet-experiential Knowledge: the Interpersonal Context mentioning

confidence: 95%

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Using critical race theory to reframe mentor training: theoretical considerations regarding the ecological systems of mentorship

2020

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This article offers a theoretical and critical analysis of race-dysconscious mentorship involving students of color and white faculty. Inspired by ecological systems theory, critical race theory, and the NIH-funded program, Building Infrastructure Leading to Diversity: Promoting Opportunities for Diversity in Education and Research, our analysis considers the ecosystems that promote student pushout and hinder diversification of the scientific workforce, which call for "critical" alternatives to traditional research mentorship. We first examine the historical, social-political, institutional, interpersonal, and intrapsychic ecosystems of traditional mentor-protégé relationships. Two areas are reviewed: (a) "diversity" as it operates in universities and research laboratories and (b) the discursive properties of a dysconscious dialog that rationalizes modern racism. Next, we connect the five ecosystems of mentorship by integrating literature on critical history, white consciousness, the interpersonal context of mentoring, and mentor-protégé phenomenology. Our analysis demonstrates how the racialized lives of members involved in a mentoring relationship are situated within racist macro-level ecological systems wherein intrapsychic and interpersonal actions and discourses unfold. The development of raceconsciousness and anti-racist faculty mentor training programs is also discussed.

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Section: Discussionmentioning

confidence: 99%

Section: Crt Tenet-experiential Knowledge: the Interpersonal Context mentioning

confidence: 95%

Using critical race theory to reframe mentor training: theoretical considerations regarding the ecological systems of mentorship

2020

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“…This relationship was supported across concealable stigmatized identity groups including sexual orientation (Griffith & Hebl, ; Huffman & King, 2008; James, 2010; Ragins et al, ; Sabat et al, ), disability (Roebuck et al, ), pregnancy (Sabat et al, Unpublished), and gender identity (Martinez et al, ). Specifically, disclosure was associated with increased perceptions of coworker support (Griffith & Hebl, ; Huffman, Watrous‐Rodriguez, & King, ; Roebuck et al, ; Weiss, 2003), increased perceptions of supervisor support (Huffman, Watrous‐Rodriguez, & King, ; Weiss, 2003; Sabat et al, unpublished), decreased interpersonal discrimination (Sabat et al, ; Roebuck et al, 2014, Sabat et al, unpublished), and decreased formal discrimination (Martinez et al, ). Another positive outcome of disclosure is that it reduced tensions between employees at work as found in a study of gay and lesbian Taiwanese workers in which reduced work stress mediated the relationship between disclosure and job effectiveness.…”

Section: Disclosure In the Workplace: A Review Of What We Knowmentioning

confidence: 93%

“…Similarly, others may view individuals as more authentic and genuine when these discrepancies are reduced via disclosure. Indeed, people are often able to detect when individuals are attempting to conceal their identities, and this perceived discrepancy can harm interpersonal outcomes (Sabat et al, ).…”

Section: Theoretical Foundations Of Disclosurementioning

confidence: 99%

“…Again, more research is needed to understand the extent to which these findings hold in actual workplace settings. Related to timing, other studies have found that when employees have prior knowledge of a coworker's sexual orientation, disclosure was related to improved ratings of job performance through reduced perceptions of awkwardness (Sabat et al, ). Together, these studies provide preliminary evidence that disclosure timing may influence important workplace outcomes for those with stigmatized identities, though more research is needed.…”

Section: Disclosure Of Stigmatized Identities: a Future Research Agendamentioning

confidence: 99%

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Disclosure of stigmatized identities at work: An interdisciplinary review and agenda for future research

2019

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Summary This review focuses on the disclosure decisions faced by employees with concealable stigmatized identities—one of the most challenging decisions these individuals must make on a day‐to‐day basis. Indeed, multiple theoretical frameworks have provided a foundation for understanding the antecedents and outcomes associated with the decision to disclose or not to disclose a stigmatized identity. What is less clear, however, is the extent to which these frameworks have been empirically supported. This systematic review serves to unify the extant literature and prompt continued research related to employees with concealable stigmatized identities. Specifically, we draw upon multiple fields of study, including applied psychology, management, social psychology, and occupational health as a means to systematically synthesize the existing empirical research related to disclosure of stigmatized identities at work. In addition to advancing the scholarly knowledge of disclosure, this review also provides practical utility to organizations as they continue to create work environments that foster inclusion of all stigmatized and nonstigmatized employees.

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Cultivating inclusive instructional and research environments in ecology and evolutionary science

Emery

Bledsoe

Hasley³

et al. 2020

Ecology and Evolution

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As we strive to lift up a diversity of voices in science, it is important for ecologists, evolutionary scientists, and educators to foster inclusive environments in their research and teaching. Academics in science often lack exposure to research on best practices in diversity, equity, and inclusion and may not know where to start to make scientific environments more welcoming and inclusive. We propose that by approaching research and teaching with empathy, flexibility, and a growth mind‐set, scientists can be more supportive and inclusive of their colleagues and students. This paper provides guidance, explores strategies, and directs scientists to resources to better cultivate an inclusive environment in three common settings: the classroom, the research laboratory, and the field. As ecologists and evolutionary scientists, we have an opportunity to adapt our teaching and research practices in order to foster an inclusive educational ecosystem for students and colleagues alike.

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How prior knowledge of LGB identities alters the effects of workplace disclosure

Cited by 23 publications

References 48 publications

Using critical race theory to reframe mentor training: theoretical considerations regarding the ecological systems of mentorship

Using critical race theory to reframe mentor training: theoretical considerations regarding the ecological systems of mentorship

Disclosure of stigmatized identities at work: An interdisciplinary review and agenda for future research

Cultivating inclusive instructional and research environments in ecology and evolutionary science

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