Stigma Expression Outcomes and Boundary Conditions: A Meta-Analysis

Sabat, Isaac E.; Lindsey, Alex; King, Eden B.; Winslow, Carolyn J.; Jones, Kristen P.; Membere, Ashley; Smith, Nicholas A.

doi:10.1007/s10869-018-9608-z

Cited by 18 publications

(15 citation statements)

References 92 publications

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“…First, our results have implications for stigmatization theory (Crocker et al, 1998). We add to the dimensions or disability characteristics that affect the level of perceived stigma (Sabat et al, 2019). While Summer et al (2018) and Sabat and colleagues (2019) identified controllability and visibility, we show that the dimension severity and the need for workplace accommodations also must be taken into account when looking at disability stigmatization.…”

Section: Theoretical Implicationsmentioning

confidence: 89%

“…Moreover, the visibility of impairments has been found to affect how individuals are viewed by others (Mik-Meyer, 2016) and increases the level of perceived stigmatization (Sabat et al, 2019). Second, it seems that controllability affects the extent to which one's condition is perceived to be stigmatizing (Sabat et al, 2019). Previous research found that individuals with disabilities that are perceived to be beyond their control were more positively perceived by others (Reilly, Bocketti, Maser & Wennet, 2006).…”

Section: Discussionmentioning

confidence: 99%

“…First, previous research has already shown that the (in)visibility of a disability has an impact on work-related outcomes (Sabat et al, 2019). Moreover, the visibility of impairments has been found to affect how individuals are viewed by others (Mik-Meyer, 2016) and increases the level of perceived stigmatization (Sabat et al, 2019). Second, it seems that controllability affects the extent to which one's condition is perceived to be stigmatizing (Sabat et al, 2019).…”

Section: Discussionmentioning

confidence: 99%

“…Crocker, Major and Steele (1998, p. 505) state that "stigmatized individuals possess (or are perceived to possess) some attribute or characteristic that conveys a social identity that is devalued in a particular social context". An important consequence of stigmatization in the work context is that the affected person will suffer negative consequences (Jones & King, 2014), depending on whether the stigma is visible and controllable (Sabat et al, 2019;Summer et al, 2018). The possession of a disability affects disabled individuals' employment opportunities, career and general achievement (Beatty et al, 2018).…”

Section: Work-related Identity and Stigmamentioning

confidence: 99%

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Constructing a positive identity as a disabled worker through social comparison: The role of stigma and disability characteristics

Richard

Hennekam

2021

Journal of Vocational Behavior

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Drawing on 36 semi-structured in-depth interviews with individuals with a variety of disabilities who are active in the labor force, we examine how such individuals construct positive work-related identities at work. The findings show how disabled workers use downward social comparison as a stigma identity management strategy, to compare themselves with individuals with disabilities that they perceive to be more stigmatizing, and how this affects their ability to construct a positive work-related identity. This perception of stigma is influenced by four disability characteristics: its visibility, severity, controllability and whether the disability needs workplace adaptations. Moreover, a range of contextual factors were identified to impact their capacity to construct a positive work-related identity.The disabled workers in this study tend to compare themselves with other disabled workers with disabilities that are more severe, more visible, less controllable and present more constraints for employers. Interestingly, they use the characteristics of one's disability as resources to construct a positive work-related identity, while those characteristics simultaneously stigmatize them as a social group. However, disabled individuals who cannot engage in downward social comparison are put in a marginalized position and struggle to construct positive social identities.

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Section: Theoretical Implicationsmentioning

confidence: 89%

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Work-related Identity and Stigmamentioning

confidence: 99%

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Constructing a positive identity as a disabled worker through social comparison: The role of stigma and disability characteristics

Richard

Hennekam

2021

Journal of Vocational Behavior

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“…In particular, we examine the extent to which different methods of racial acknowledgment are effective at reducing negative consequences (e.g., discrimination) and increasing positive consequences (e.g., easing interactions and getting one's point across) in interview contexts. This is of value because much of the current literature on identity management focuses on invisible identities (Clair, Beatty, & Maclean, 2005;King, Mohr, Peddie, Jones, & Kendra, 2017;Lidderdale, Croteau, & Anderson, 2007;Lynch & Rodell, 2018;Sabat et al, 2019). This is inarguably important research, yet individuals with visible identities are faced with different challenges (e.g., increased perceptions of discrimination due to prior discrimination; Davidson & Friedman, 1998), which may influence how they navigate identity management.…”

mentioning

confidence: 99%

“Say it Loud, I’m Black and Proud:” The Effectiveness of Racial Acknowledgments at Work

Ruggs¹,

Walker²,

Corrington³

et al. 2019

PAD

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People with stigmatized identities may use identity management strategies to reduce and combat workplace discrimination (see Lyons et al., 2018; Singletary & Hebl, 2009). Goffman (1963) describes "stigma" as an attribute creating "undesired differentness" that is "discredited" (immediately evident) or "discreditable" (not immediately perceived) by society. Identity management strategies influence how others perceive this stigma and the stigma bearer. Such strategies involve various approaches such as calling attention to one's stigmatized identity, concealing one's stigmatized identity, or changing one's behavior when interacting with others. Although targets of workplace discrimination should not be held responsible as the sole or primary combatants of discrimination (Ruggs, Martinez, & Hebl, 2011), research shows that engaging in identity management strategies is an effective way to reduce workplace discrimination, particularly subtle forms of discrimination (Jones, Peddie, Gilrane, King, & Gray, 2016). In the current study, we examine acknowledgment (i.e., openly addressing one's marginalized stigma characteristic) as an identity management strategy for racial minorities, particularly Black people. Given the continued displays of discrimination against racial minorities in the U.S., it is clear that being Black in the U.S. still invokes a tremendous amount of negativity in certain contexts, including the workplace. Indeed, a recent meta-analysis examining hiring discrimination against racial minorities showed that although there appears to be some decline in hiring discrimination against Hispanic job applicants over the past 25 years, there has been no significant change in levels of hiring discrimination against Black job applicants during this time period (Quillian, Pager, Hexel, & Midtbøen, 2017). According to these meta-analytic findings, both Black and Hispanic job applicants experienced hiring discrimination over the past 25 years compared to White job applicants; however, the levels of discrimination are somewhat more ABSTRACT KEYWORDS Research underscores engagement in identity management strategies as an effective way to reduce workplace discrimination, particularly subtle forms of discrimination. The aim of the current study is to examine the use and effectiveness of different methods of the specific identity management strategy of acknowledging race as a way to reduce workplace discrimination and lead to other positive outcomes for Black individuals. A sample of Black and White individuals with professional work experience participated in an online vignettebased survey. Participants read four short vignettes involving race in the workplace and responded to a series of questions assessing usage of various acknowledgment strategies, affective outcomes, and perceptions of effectiveness. Results revealed that Black individuals reported acknowledging their race to a greater extent than did White individuals, and Black people reported positive benefits of affirming race and using humor to discuss their ra...

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Does Identity Distancing Beget Work-Life Boundary Segmentation? An Examination of Lesbian, gay & Bisexual Employees

Gardner,

Ryan

2024

Occup Health Sci

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Stigma Expression Outcomes and Boundary Conditions: A Meta-Analysis

Cited by 18 publications

References 92 publications

Constructing a positive identity as a disabled worker through social comparison: The role of stigma and disability characteristics

Constructing a positive identity as a disabled worker through social comparison: The role of stigma and disability characteristics

“Say it Loud, I’m Black and Proud:” The Effectiveness of Racial Acknowledgments at Work

Does Identity Distancing Beget Work-Life Boundary Segmentation? An Examination of Lesbian, gay & Bisexual Employees

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