On Intersectionality: How Complex Patterns of Discrimination Can Emerge From Simple Stereotypes

Hester, Neil; Payne, Keith; Brown-Iannuzzi, Jazmin L.

doi:10.1177/0956797620929979

Cited by 29 publications

(22 citation statements)

References 20 publications

(24 reference statements)

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“…Recent research on intersectionality has demonstrated how discrimination can emerge from simple stereotypes using a threshold model approach (Hester et al, 2020). In line with Hester et al (2020)’s argument, our results suggest that even though two individuals are similar in many respects, stereotypes can make one individual less likely to reach the threshold for success compared to another individual. Thus, even though a black female and white female share similar characteristics, certain stereotypes (e.g., angry black woman stereotype) can make it more challenging for the black female to reach the threshold for high competence, therefore potentially triggering poor performance evaluations and assessments of leadership capabilities.…”

Section: Discussionmentioning

confidence: 99%

Race and reactions to women’s expressions of anger at work: Examining the effects of the “angry Black woman” stereotype.

Motro

Evans²,

Ellis³

et al. 2022

Journal of Applied Psychology

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Across two studies (n = 555), we examine the detrimental effects of the "angry black woman" stereotype in the workplace. Drawing on parallel-constraint-satisfaction theory, we argue that observers will be particularly sensitive to expressions of anger by black women due to widely held stereotypes. In Study 1, we examine a three-way interaction among anger, race, and gender, and find that observers are more likely to make internal attributions for expressions of anger when an individual is a black woman, which then leads to worse performance evaluations and assessments of leadership capability. In Study 2, we focus solely on women and expand our initial model by examining stereotype activation as a mechanism linking the effects of anger and race on internal attributions. We replicated findings from Study 1 and found support for stereotype activation as an underlying mechanism. We believe our work contributes to research on race, gender, and leadership, and highlights an overlooked stereotype in the management literature. Theoretical and practical implications are discussed.

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Section: Discussionmentioning

confidence: 99%

Race and reactions to women’s expressions of anger at work: Examining the effects of the “angry Black woman” stereotype.

Motro

Evans²,

Ellis³

et al. 2022

Journal of Applied Psychology

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“…In this sense, sexual LGB orientation or transsexual and transgender people also experience discrimination due to sexist attitudes and behaviors [ 6 ]. Sexism, along with other axes of oppression, such as racism, class, disability, homophobia and transphobia, gives rise to multiple forms of discrimination [ 7 ]. Sexist attitudes, behaviors and values generate gender inequalities that are manifest in the social structure and in interpersonal relationships.…”

Section: Introductionmentioning

confidence: 99%

Effect of the Lights4Violence intervention on the sexism of adolescents in European countries

et al. 2022

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Background Sexism results in a number of attitudes and behaviors that contribute to gender inequalities in social structure and interpersonal relationships. The objective of this study was to evaluate the effectiveness of Lights4Violence, an intervention program based on promoting health assets to reduce sexist attitudes in young European people. Methods We carried out a quasi-experimental study in a non-probabilistic population of 1146 students, aged 12–17 years. The dependent variables were the difference in the wave 1 and wave 2 values in the subscales of the Ambivalent Sexism Inventory: benevolent sexism (BS) and hostile sexism (HS). The effect of the intervention was evaluated through linear regression analyses stratified by sex. The models were adjusted by baseline subscales scores, socio-demographic and psychological variables. Results In girls, we observed a decrease in BS in the intervention group compared to the control group (β = − 0.101; p = 0.006). In the wave2,, BS decreased more in the intervention group compared to the control group in girls with mothers with a low level of education (β = − 0.338; p = 0.001), with a high level of social support (β = − 0.251; p < 0.001), with greater capacity for conflict resolution (β = − 0.201; p < 0.001) and lower levels of aggressiveness (β = − 0.232, p < 0.001). In boys, the mean levels of HS and BH decreased in wave 2 in both the control and intervention groups. The changes observed after the wave 2 were the same in the control group and in the intervention group. No significant differences were identified between both groups. Conclusions The implementation of the Lights4Violence was associated with a significant reduction in BS in girls, which highlights the potential of interventions aimed at supporting the personal competencies and social support. It is necessary to reinforce the inclusion of educational contents that promote reflection among boys about the role of gender and the meaning of the attributes of masculinity. Trial registration Clinicaltrials.gov : NCT03411564. Unique Protocol ID: 776905. Date registered: 26-01-2018.

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“…We can tease apart what it means to be both larger‐bodied and brown‐skinned; or to be larger‐bodied and a woman of a certain age; or to be larger‐bodied and identify as a minority sexually. Precisely defining the physical ideal relative not just to weight, but other demography as well, captures most accurately the lived experiences of those in a larger‐bodied body, where, potentially, objectified identities additively (or, frustratingly, multiplicatively) offer advantage or disadvantage (Hester, Payne, Brown‐Iannuzzi, & Gray, 2020; Mason, 2012; Moore‐Berg & Karpinski, 2021) and varying degrees of legal protection (Johnson, Roberto, et al., 2021). Weight, then, can be viewed by researchers as a factor that amplifies already‐afforded social privilege to certain groups and, conversely, perhaps its privilege amounts to not much (i.e.…”

Section: Foreground: Weight‐based Stigma Through the Lens Of Objectif...mentioning

confidence: 99%

A primer with purpose: Research implications of the objectification of weight in the workplace

Lemmon

Jensen

Kuljanin

2021

J Occupat & Organ Psyc

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We offer a primer for researchers who seek to carry out studies that evaluate the lived experience of larger‐bodied workers. We use objectification theory to describe the process by which intraculturally‐determined body size preferences impact how observers think about and react to larger‐bodied colleagues, and how these larger‐bodied colleagues internalize and cope with these judgements. Arguing that exploration of the objectification of larger‐bodied professionals is incomplete without the use of multidisciplinary lenses, we describe mechanisms that reinforce weight stigma, including the role of healthism‐based value systems, intersectionality, and body image. We conclude the primer by outlining areas for new research that highlights burgeoning applied demand for more nuanced, evidence‐based discussions of weight at work. Practitioner points In professional spaces, many workers feel comfortable “objectifying” their colleagues who occupy larger (i.e., “overweight”/”obese”) bodies. This means that workers (a) constantly compare their colleagues’ bodies to a “thin” standard, (b) feel a certain comfort in remarking on their larger‐bodied colleagues’ size, and (c) this judgment feeds into a cycle of self‐consciousness and self‐dislike that many larger‐bodied workers feel about themselves. This objectification process can be doubly harmful to the well‐being of larger‐bodied workers when they, too, occupy a secondary marginalized identity/ies, such as being female or of a minority ethnicity. The motivation for objectification comes from broader Western culture, which views the pursuit of health as a value that all people should pursue. Workers often assume their larger‐bodied colleagues are not pursuing health simply because of their size and can feel punitive toward them as a result. Organizational remedies for this objectification process include educational programming and training to talk about the myriad ways “health” may be realized; more precise information about the complex origin’s of one’s body size; education around how marginalization of larger‐bodied colleagues does not stimulate effective action, but instead harms these colleague’s mental health (and beyond).

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On Intersectionality: How Complex Patterns of Discrimination Can Emerge From Simple Stereotypes

Cited by 29 publications

References 20 publications

Race and reactions to women’s expressions of anger at work: Examining the effects of the “angry Black woman” stereotype.

Race and reactions to women’s expressions of anger at work: Examining the effects of the “angry Black woman” stereotype.

Effect of the Lights4Violence intervention on the sexism of adolescents in European countries

A primer with purpose: Research implications of the objectification of weight in the workplace

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