Stereotype Threat in Organizations: Implications for Equity and Performance

Walton, Gregory M.; Murphy, Mary C.; Ryan, Ann Marie

doi:10.1146/annurev-orgpsych-032414-111322

Cited by 108 publications

(100 citation statements)

References 176 publications

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“…Therefore, diversity obligations are recognized by members of both minority and majority identity groups. However, employees from historically disadvantaged social groups are more vigilant about monitoring diversity signals and more sensitive to cues about whether organizations value their social identity (Walton, Murphy, & Ryan, 2015). Therefore, they are less likely to perceive their organization as meeting its diversity management obligations, thus reporting lower diversity promise fulfillment (Buttner, Lowe, & Billings-Harris, 2010b;Chrobot-Mason, 2003).…”

Section: The Problem Of Employee Commitmentmentioning

confidence: 99%

Inclusion climate: A multilevel investigation of its antecedents and consequences

Perera

Kulik

et al. 2019

Human Resource Management

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This study investigates the antecedents and consequences of organization‐level inclusion climate. A national sample of human resource decision‐makers from 100 organizations described their firms' formal diversity management programs; 3,229 employees reported their perceptions of, and reactions to, their employers' diversity management. Multilevel analyses demonstrate that identity‐conscious programs (programs that target specific identity groups) generate an inclusion climate. Moreover, the analyses provide evidence of multilevel mediation: In organizations with an inclusion climate, individual employees perceive the organization as fulfilling its diversity management obligations and respond with higher levels of affective commitment. This study represents an important step toward understanding how a shared perception of organizational inclusiveness develops and how inclusion climate facilitates the achievement of diversity management objectives. The findings also shed light on the important role of identity‐conscious programs in promoting organizational commitment within a diverse workforce.

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Section: The Problem Of Employee Commitmentmentioning

confidence: 99%

Inclusion climate: A multilevel investigation of its antecedents and consequences

Perera

Kulik

et al. 2019

Human Resource Management

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“…Gunter and Stambach (2005) characterize university science departments as masculine cultures based on the interpersonal interactions typical of masculine norms, situated in a setting that promotes a "detached" "rational" approach to knowledge. Women entering historically male-dominated STEM fields face persistent stereotypes that foster marginalization and may trigger fears of negative social comparison due to gender (Good et al 2012;Kiefer and Sekaquaptewa 2007;Logel et al 2009;Smyth and Nosek 2015;Walton et al 2015). For female students, university STEM programs are particularly "gendered organizations" given the high proportion of males in high-ranking positions (Britton et al 2012;Fox et al 2011;White and Ivie 2013), especially at the graduate level where the proportion of female students and faculty drops (White and Ivie 2013).…”

Section: The Gendered Culture Of Stem Graduate Educationmentioning

confidence: 99%

Chilly Climates, Balancing Acts, and Shifting Pathways: What Happens to Women in STEM Doctoral Programs

Cabay¹,

Bernstein

Rivers

et al. 2018

Social Sciences

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Women in doctoral programs in Science, Technology, Engineering and Math (STEM) leave without finishing at higher rates than men and, as with men, turn away from academic and research careers. This qualitative study examines the day-to-day influences on female doctoral students during their third or fourth year in physical science and engineering programs. Ethnographic cognitive interviewing and online incident reports document the specific experiences and reactions of 28 participants over a six-month period. The data were analyzed to identify key incidents, categories and recurring themes. Some incidents contributed to women's growing sense of competence, recognition and identification of oneself as a scientist. Others fit a model of microaggressions and gender barriers in a predominantly masculine culture. Problems of work-life balance were demonstrated for some women. Incidents generated responses by some participants that they would disengage from a research-intensive career trajectory toward alternate career interests outside of academic research. The findings provide information about the lived experiences of women in doctoral programs and suggest that the metaphor of career pathways may be more useful than pipelines in explaining the direction of women who are advanced doctoral students in research-intensive fields.Keywords: women; graduate students; science and engineering; STEM; gender inequity Gaps between men and women persist in the pursuit and outcomes of degrees in science, technology, engineering, and math (STEM) (Shauman 2017; Turk-Bicakci and Berger 2014). In the life and social sciences, women have closed the gap in undergraduate majors and admission to graduate programs and now exceed men in completion of doctoral programs (National Science Foundation 2017). Yet women are awarded fewer than 25% of the doctoral degrees in the physical sciences and engineering, and hold disproportionately fewer tenured faculty positions in STEM and far fewer positions of prestige and power (Bernstein 2011;Handelsman et al. 2005;Fox 2001; National Science Foundation 2017).The "leaky pipeline" metaphor commonly refers to the disproportionate exit of women from STEM at transitions from one educational or career level to another, the consequence of which is fewer and fewer women remaining in the "pool" for subsequent advancement in STEM ). The pipeline metaphor relies on a somewhat linear conception of careers with certain specified outcomes, such as moving from an undergraduate major in STEM, through PhD degrees and postdocs, to faculty positions, to tenure, and eventually to full rank in research universities. Previous research on why women leave STEM fields at a greater rate than their male counterparts has examined the motivation of women to pursue STEM undergraduate degrees (Beyer 2014;Griffith 2010;Grunert and Bobnerb 2011;London et al.

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“…Research has consistently demonstrated that during evaluation processes, managers and workers are vulnerable to multiple biases-including racial differences (e.g., Arvey & Murphy, 1998;Emerson & Murphy, 2014;Ford, 1986;Sackett & DuBois, 1991;Walton, Murphy, & Ryan, 2015). Studies have shown that African-American workers receive lower performance scores compared with White workers on both subjective and objective measures, especially when the evaluators are White (Arvey & Murphy, 1998;Knight, Hebl, Foster, & Mannix, 2003).…”

Section: Work Contact-reducing Prejudice and Negative Attitudesmentioning

confidence: 99%

Contact theory in the workplace: The case of Jewish–Arab contact in Israel

Klein

Shtudiner

Kantor

et al. 2018

Community & Applied Soc Psy

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Contact theory is a fundamental theory in social psychology, suggesting that contact between antagonistic groups can reduce prejudice and stereotypes. The current study applies former studies in evaluating a specific case of the connection between contact and attitudes toward minorities in work contexts. A survey was conducted using 873 Israeli Jews in order to assess their attitudes toward the Arab population in Israel and Arabs' work characteristics. The results indicated that the connection between intergroup contact and attitudes is complex. On the one hand, workplace contact between Israeli Jews and Arabs was significantly correlated with the willingness to meet Arabs in and outside the workplace and to perceive Arabs in a less threatening way. However, contact during work was not significantly correlated with the participants' general attitude toward the Arab population. In addition, contact during work was not found to be significantly correlated with the participants' perceptions about Arabs' personality traits or work characteristics. The results of this study also suggest that attitudes toward Arabs' work characteristics have a strong connection to other dimensions of attitudes toward Arabs, even more than the impact of contact during work.

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Stereotype Threat in Organizations: Implications for Equity and Performance

Cited by 108 publications

References 176 publications

Inclusion climate: A multilevel investigation of its antecedents and consequences

Inclusion climate: A multilevel investigation of its antecedents and consequences

Chilly Climates, Balancing Acts, and Shifting Pathways: What Happens to Women in STEM Doctoral Programs

Contact theory in the workplace: The case of Jewish–Arab contact in Israel

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