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Lesbian, gay and bisexual (LGB) employees constitute one of the largest, but least studied, minority groups in the workforce. This article examines what we know, and what we need to know, about the career and workplace experiences of this understudied population. The construct of sexual identity is defined, followed by a review of the research on sexual orientation in the workplace. Then an analysis of the differences between LGB employees and other stigmatized groups is presented. Three unique challenges facing LGB employees are identified, and conceptual models are developed that explain underlying processes. Finally, career theories are critically analyzed, and an identity-based longitudinal theory of LGB careers is presented.

This essay tackles the Obama “phenomenon,” from his candidacy to his election, as a manifestation of the new “color-blind racism” that has characterized U.S. racial politics in the post-civil rights era. Rather than symbolizing the “end of race,” or indeed a “miracle,” Obama's election is a predictable result of contemporary U.S. electoral politics. In fact, Obama is a middle-of-the-road Democrat whose policies since taking office have been almost perfectly in line with his predecessors, especially in terms of his failure to improve the lot of blacks and other minorities. In this essay, I review the concept of color-blind racism and its application to the Obama phenomenon. I also revisit some of my past predictions for Obama's presidency and evaluate their accuracy halfway through his term. Finally, I offer suggestions for constructing a genuine social movement to push Obama and future politicians to provide real, progressive “change we can believe in.”

This chapter is based on a chapter I added for the third edition of my book, Racism without Racists. Louise Seamster, a wonderful graduate student at Duke, helped me update some material, locate new sources, and rework some sections, as well as abridge some of the many footnotes (interested readers can consult the chapter). I kept the first person to maintain the more direct and engaged tone of the original piece and because the ideas (the good, the bad, and the ugly ones) in the chapter are mine, and thus, I wish to remain entirely responsible for them.

Affirmative action and diversity management are complementary efforts to achieve an inclusive workforce. Research on attitudes toward affirmative action can therefore contribute to an understanding of reactions to diversity programs. Using data from two studies, we assess the extent to which the strength of the affirmative action plan (AAP) influences the relationship between attitudes and individual difference predictors. The relation of attitudes with the respondents’ race and perceived self-interest increased monotonically with AAP strength, whereas measures of racial prejudice and political orientation best predicted attitudes toward AAPs of intermediate strength. We explore the implications of these findings for the theory and practice of diversity management.

Purpose – For many African American college students, the pursuit of a college education has both rewards and risks. Oftentimes, African American students are faced with the decision to leave the comforts of their home communities in order to realize the American dream through the mechanism of higher education. The majority attend predominately White institutions (PWIs) where successful negotiation of this process not only has academic consequences, but psychological and cultural consequences as well. This chapter examines the psychological and phenomenological experience of African American students at PWIs of higher education.

Design/methodology/approach – The present day manifestation of historical and sociopolitical foundations of exclusion, racism, and discrimination in higher education are explored. There is a focus on how these latter themes relate to “campus culture” and institutions, with implications for psychological coping and educational success. Conclusions also focus on ways to begin to bring about change in this culture.

Findings – The successful negotiation of the collegiate environment, ultimately leading to the awarding of one's degree requires more than just passing classes; matriculation and retention in college also involves engaging one's social and cultural environment as well, particularly outside of the classroom.

Originality/value – As discussions of multiculturalism and inclusiveness in higher education find themselves anchored to abstract and theoretical conceptualization, or linked to an approach which focuses on “numbers” and “percentages” among student bodies, both of these approaches provide little indication that we are ultimately talking about the lived experiences of real people.

Even more than 50 years after the Civil Rights Act of 1964 prohibited discrimination toward a number of groups in employment settings in the United States, workplace discrimination remains a persistent problem in organizations. This chapter provides a comprehensive review and analysis of contemporary theory and evidence on the nature, causes, and consequences of discrimination before synthesizing potential methods for its reduction. We note the strengths and weaknesses of this scholarship and highlight meaningful future directions. In so doing, we hope to both inform and inspire organizational and scholarly efforts to understand and eliminate workplace discrimination.

Evaluations play an important role in an organization's efforts to increase diversity. In this chapter we discuss two common evaluation biases – out-group discrimination and in-group favoritism – that are particularly relevant for concerns of increasing diversity. We examine the ethical implications of these biases, as well as the reasons individuals attempt to avoid displaying them. Some research has considered the adjustments individuals make to avoid the appearance of out-group discrimination (Carver, Glass, & Katz, 1978; Gaertner & Dovidio, 1986); however, little research has considered the adjustments individuals may make to avoid the appearance of in-group favoritism. We discuss two critical factors that may impact when the latter adjustment is more likely to occur: the relative size and status of subgroups. Paradoxically, these adjustments may negatively impact organizational efforts to increase the diversity of their work force. We discuss the implications for evaluation processes (e.g., hiring, firing, promotion) in organizations.

Purpose – This study examines the relationship between endorsement of positive stereotypes of women and support for women's rights to shed light on the role that endorsement of positive stereotypes may play in maintaining social stratification.

Design/methodology/approach – The study uses data collected from a web-based survey of 181 male undergraduate students in six different universities and colleges to examine the relationship between the endorsement of positive stereotypes of women and support for women's rights. The paper examines four ordinary least squares (OLS) regression models to determine the relationship and utilizes the statistical software Stata 9.2.

Findings – Rather than a simple direct relationship, the findings suggest that the relationship between the endorsement of positive stereotypes and support for women's rights varies based on the level of hostile sexism. Increased endorsement of positive stereotypes of women was associated with decreased support for women's rights among males with the lowest level of hostile sexism, but the opposite relationship was found for males at the mean and the highest level of hostile sexism.

Research limitations/implications – The findings suggest that endorsement of positive stereotypes plays a unique role for males who do not endorse traditional sexist attitudes. Although data are not available to clarify what processes might be undergirding the relationship, the author suggests directions for future research.

Practical implications – Given the relationship found, prejudice reduction interventions that rely on the promotion of positive stereotypes of various social groups should be closely examined to determine if they actually foster attitudes that are detrimental for the eradication of social stratification.

Originality/value – This study is one of the first to examine the possible negative impacts of endorsement of positive stereotypes of women on gender stratification through a moderated relationship with levels of hostile sexism.

We stand on the shoulders of our predecessors is the motto for women of color as they navigate the waters of higher education. Success now and the promise for the future in this journey for women of color in higher education is only possible because of the struggles and obstacles faced by those before trying to gain entry into the academy, typically reserved for white males. The waters in the past have been turbulent because of the chilly climate faced by many women faculty and marginalization of faculty of color in the academy. Women of color faced double and triple jeopardy due to the pernicious effects of racism, sexism, and classism as they strived to ascend to positions of leadership. They made history for themselves as they paved the way for others to follow. With so many more women of color today as students and faculty, and even in leadership roles, they are still underrepresented and not part of the privileged elite that define the ranks of leadership within higher education.

This chapter argues that Black women, despite their marginalization, should consider the radical possibilities inherent in their rise to become leaders. Here, we use an intersectional lens to explore leadership and address how identity, bias, invisibility, and disinvestment confront Black female leaders as they progress through childhood, adolescence, early career, and executive ranks. Ultimately, we offer recommendations relative to practice, for educational and work settings, research, and policy.