Subtle Discrimination in the Workplace: A Vicious Cycle

Jones, Kristen P.; Arena, Dave F.; Nittrouer, Christine; Alonso, Natalya; Lindsey, Alex

doi:10.1017/iop.2016.91

Cited by 95 publications

(88 citation statements)

References 80 publications

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“…In this study, we did not measure individual experiences of discrimination or sexism specifically; future research might incorporate such measures to better establish causality with stigmatization confronting behaviours. Further, as some research has not found differences in experienced harassment across gender‐type or gender‐integrated occupations (Ragins & Scandura, ), influences on IM beyond direct harassment (e.g., ambient harassment, Glomb et al ., ; subtle discrimination, Jones, Arena, Nittrouer, Alonso, & Lindsey, ) may warrant investigation. Another causality question would be whether interest congruence leads to less experiences of bias in a workplace or if those with greater interest fit worry less about addressing bias that might occur.…”

Section: Discussionmentioning

confidence: 99%

Social identity management strategies of women in STEM fields

Ryan

King

Elizondo³

et al. 2019

J Occupat & Organ Psyc

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Recruiting and retaining women in science, technology, engineering, and mathematics (STEM) occupations is seen as challenging, and researchers have begun to consider how women manage their identity in these contexts in response to potential questions of fit. Within identity management theoretical work, there has been little attention to occupational influences. Based on role congruity theory, we investigate occupational characteristics as influences on women's gender identity management, along with individual differences and organizational support influences. Results suggest that engaging in identity management behaviours is unrelated to the gender stereotypicality or gender composition of the field, but that support, fit (i.e., congruence between the interests of the individual and occupation), and personality affect engagement in these behaviours. Implications for enhancing the experiences of women in STEM fields as well as for social identity-related research more broadly are discussed. Practitioner pointsIndividuals may differ in how they choose to address stigmatization at work, based on their personality and fit with the position. Perceived organizational support is associated with willingness to engage in stigmatization confronting strategies. Efforts to understand and affect identity management strategy use should consider individual characteristics (i.e., interests and personality).

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Section: Discussionmentioning

confidence: 99%

Social identity management strategies of women in STEM fields

Ryan

King

Elizondo³

et al. 2019

J Occupat & Organ Psyc

View full text Add to dashboard Cite

show abstract

“…The entirety of the data included in this report also supported the concept that the sole use of system 2 cognitive tools aimed at reducing human biases is not effective. Prima facia evidence for this conclusion abounds since there is evidence that despite the deployment of system 2 tools, human biases remain pervasive (Jones et al, 2017;Malos, 2015).…”

Section: Organizational Barriers Are Importantmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

“…Human biases can be overt and discriminatory, acting as illegal and socially unacceptable barriers to the foundation of safety culture (Jones, Arena, Nittrouer, Alonso, & Lindsey, 2017). Other biases can be subtle, resulting from cognitive evolutionary processes evolving over many thousands of years (Jones et al, 2017). These subconscious biases are thinking accelerators acting on human cognitive reflexes (Howard, 2017) being referred to as "system 1" type thinking, based on impulse and habit mechanisms devoid of most logical thought patterns (Liu, Vlesy, Fang, Denrell, & Chater, 2017).…”

Section: Introductionmentioning

confidence: 99%

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MINDSPACE and Development of Organizational Culture in Aviation Safety Management

Gilliam¹

2019

IJAAA

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“…Furthermore, when individuals feel they are mistreated because of their group membership, they often feel alienated and angry, which can result in negative work-related behaviours. Empirical evidence shows that perceiving discrimination is a stressor which reduces physical and psychological health; reduce self-esteem, decreases job satisfaction, and increases job tension [28][29]. Research with men has shown that they do experience many of the same negative personal and occupational pressures associated with being a token that women experience in male-dominated occupations [30].…”

Section: Gender Role Conflict and Perceived Gender Discriminationmentioning

confidence: 99%

The Effect of Perceived Discrimination on Gender Role Conflict Among Men Engaged in A-typical Occupations: The Moderating Role of Work Autonomy

Oke¹

2019

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Empirical research suggests that gendered job-segregation have effects on men in the workplace consequent upon bias evaluations stemming from social norms regarding acceptable gender roles. These biases are capable of inducing workplace stressors that may affect the psychological well being of men engaged in female-dominated occupations. This study investigates the moderating role of work autonomy in the relationship between perceived gender discrimination and gender role conflict for men in atypical occupations. A cross-sectional survey method was used to collect data from a sample of 150 men in the occupations of nursing, librarian, and primary school teaching, and a hierarchical regression test analyzed hypotheses. Regression analysis demonstrated that perceived discrimination and work autonomy were significant predictors of gender role conflict (β = .60, p < .001), and β = -.62, p < .001, respectively). A moderated regression analysis was also conducted to test the assumption that job autonomy moderates the relationship between perceiving a discriminatory work environment and workers' gender role conflict. The analysis indicated that 79% of the variation in the dependent variable could be explained by the main effects and the interaction effects, F (4, 145) =140.58, p < .05). This interaction effect, although significant, accounted for a minimal incremental effect above and beyond the direct effects of perceived gender discrimination and work autonomy (∆R2 = .008, F (1, 145) = 5.48, p < .05). Research implications and suggestions for future research are discussed.

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Subtle Discrimination in the Workplace: A Vicious Cycle

Cited by 95 publications

References 80 publications

Social identity management strategies of women in STEM fields

Social identity management strategies of women in STEM fields

MINDSPACE and Development of Organizational Culture in Aviation Safety Management

The Effect of Perceived Discrimination on Gender Role Conflict Among Men Engaged in A-typical Occupations: The Moderating Role of Work Autonomy

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