Neo-Activism: Engaging Allies in Modern Workplace Discrimination Reduction

Sabat, Isaac E.; Martinez, Larry R.; Wessel, Jennifer

doi:10.1111/iops.12089

Cited by 46 publications

(33 citation statements)

References 27 publications

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“…Importantly, their withholding of social support may be particularly damaging given their status and influence within the larger organisation. Consistent with other researchers (e.g., Ragins, 2008;Sabat et al, 2013), ingroup members-in this case, men-provide a unique source of support and affirmation due to their social status (Brooks & Edwards, 2009), especially within male-dominated organisations like the military. For example, compared to other women, men may provide more instrumental protection from adverse and discriminatory situations due to their greater power and influence.…”

Section: Intensifying Hypothesissupporting

confidence: 86%

Does Reducing Male Domination in Teams Attenuate or Intensify the Harmful Effects of Perceived Discrimination on Women's Job Satisfaction? A Test of Competing Hypotheses

et al. 2018

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This study tested competing theoretical predictions surrounding the moderating effect of male domination in teams on the relation between women's perceptions of gender discrimination and their job satisfaction. Using archival data from an all‐female sample of active military personnel (n = 3,015) comprising 321 work teams, which fell on a continuum from less male dominated to more male dominated, we found that the extent to which teams were male dominated moderated the negative link between perceived gender discrimination and job satisfaction, such that perceptions of discrimination were more negatively related to job satisfaction for women working in teams that were less male dominated than for those working in teams that were more male‐dominated. We conclude by discussing the implications of our findings for research and practice and highlight several avenues for future research.

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Section: Intensifying Hypothesissupporting

confidence: 86%

Does Reducing Male Domination in Teams Attenuate or Intensify the Harmful Effects of Perceived Discrimination on Women's Job Satisfaction? A Test of Competing Hypotheses

et al. 2018

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“…Indeed, it is suggested that coworker support contributes extensively to life satisfaction for LGBT individuals (Huffman et al, 2008), as they can act as important allies and advocate for greater equality (Sabat, Martinez, & Wessel, 2013). In these organizational environments, LGBT workers have less need to conceal their sexual orientation, have greater voice, experience lower stress and symptoms of depression, and report improved mental wellbeing (Badgett et al, 2013;King & Cortina, 2010).…”

Section: The Importance Of Organizational Research On Lgbt Workplace mentioning

confidence: 99%

Diversity and inclusion for LGBT workers: Current issues and new horizons for research

Rumens

2017

Can J Adm Sci

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“…Note that the moral threat implied by discrimination does not require that members of the targeted group be “in the room” (Doosje et al., ; Johns et al., ). In fact, discriminatory comments and jokes might be more likely to occur if potential targets are not present (e.g., locker room humor; Sabat, Martinez, & Wessel, ). In a week‐long study, U.S. White male and female undergraduates reported hearing an average of eight racist comments a week.…”

Section: All Observersmentioning

confidence: 99%

“…In a separate study, Dickter and Newton () reported that only a third of observers who recorded racist behavior (during a daily diary study) confronted it. Observers might feel that they lack the knowledge of the target group's experience or fear backlash from other group members, so they avoid confrontation (Sabat et al., ). They also might feel that it is not their responsibility (Latane & Darley, ).…”

Section: Reactions To Discrimination: Withdraw or Confrontmentioning

confidence: 99%

Observing Discrimination: Implications for Group‐Based Respect and Organizational Morality

Jaurique

Ryan

Smith

et al. 2018

Social Issues Policy Review

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When organizational authorities or representatives discriminate, it not only impacts the discrimination target; it also affects those who witness it. In this article, we argue that discrimination within workplace and educational contexts implicates the larger organization in which it occurs in two ways. First, it communicates to targets the extent to which the representatives of an organization respect their group. Second, discrimination implicates the morality of the larger group or organization in which it occurs. This second threat to the organization's morality affects all observers, even those who do not share a social category with the target. We argue that both forms of threat can decrease organization identification, wellbeing, and increase withdrawal. For all observers, whether one is a member of the targeted group or not, to witness an organizational authority clearly discriminate against another organizational member is distressing and leads to withdrawal. We offer recommendations for policy and decision-making procedures aimed at (1) adopting organizational decision-making structures that minimize the opportunity for personal acts of bias (to prevent discrimination before it occurs), and (2) offering those who witness (or experience) discrimination clear avenues for addressing it (to minimize its destructive consequences). If organization members,

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Neo-Activism: Engaging Allies in Modern Workplace Discrimination Reduction

Cited by 46 publications

References 27 publications

Does Reducing Male Domination in Teams Attenuate or Intensify the Harmful Effects of Perceived Discrimination on Women's Job Satisfaction? A Test of Competing Hypotheses

Does Reducing Male Domination in Teams Attenuate or Intensify the Harmful Effects of Perceived Discrimination on Women's Job Satisfaction? A Test of Competing Hypotheses

Diversity and inclusion for LGBT workers: Current issues and new horizons for research

Observing Discrimination: Implications for Group‐Based Respect and Organizational Morality

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