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1 – 4 of 4Felix Y. Wu, Christine Nittrouer, Vinh Nguyen, Mikki Hebl, Frederick L. Oswald and Lex Frieden
In 1990, the Americans with Disabilities Act (ADA) was signed into law by President George H.W. Bush. This law was intended to prevent discrimination against people with…
Abstract
Purpose
In 1990, the Americans with Disabilities Act (ADA) was signed into law by President George H.W. Bush. This law was intended to prevent discrimination against people with disabilities (PWD) in employment, public accommodations, transportation and other areas of life. However, the degree of impact in these sectors has not been studied in tandem. Addressing these sectors together is the primary objective of this paper.
Design/methodology/approach
Results are analyzed and presented regarding ADA impacts as well as which organizations provide advocacy services in support to PWD from survey data collected from 1,582 US participants in 2010 (N = 866) and 2015 (N = 716).
Findings
Results suggest that the ADA has had a positive impact on PWD, yet this law favorably affects people of certain demographics more than others. Moreover, people with and without disabilities have differing opinions on the impact of the ADA, suggesting that what is conveyed to the public and the impact of the ADA on real-life outcomes of PWD are sometimes misaligned.
Originality/value
The present study helps add to the current body of knowledge on the impact of the ADA by providing perspectives on advocacy services and impacts from a diverse set of PWD and their counterparts without disabilities.
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Keywords
C. Malik Boykin, N. Derek Brown, James T. Carter, Kristin Dukes, Dorainne J. Green, Timothy Harrison, Mikki Hebl, Asia McCleary-Gaddy, Ashley Membere, Cordy A. McJunkins, Cortney Simmons, Sarah Singletary Walker, Alexis Nicole Smith and Amber D. Williams
The current piece summarizes five critical points about racism from the point of view of Black scholars and allies: (1) Black people are experiencing exhaustion from and…
Abstract
Purpose
The current piece summarizes five critical points about racism from the point of view of Black scholars and allies: (1) Black people are experiencing exhaustion from and physiological effects of racism, (2) racism extends far beyond police brutality and into most societal structures, (3) despite being the targets of racism, Black people are often blamed for their oppression and retaliated against for their response to it, (4) everyone must improve their awareness and knowledge (through both formal education and individual motivation) to fight racism and (5) anti-racist policies and accountability are key to enact structural reformation.
Findings
The first three of these points detail the depths of the problem from the perspectives of the authors and the final two lay out a call to action.
Practical implications
This viewpoint is the joint effort of 14 authors who provided a unified perspective.
Originality/value
This was one of the most original experiences the authors have had – working with 13 former/current students on joint perspectives about police brutality and racism more generally. The authors thank for the opportunity.
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Keywords
Elisabeth R. Silver, Danielle D. King and Mikki Hebl
Existing research on social inequalities in leadership seeks to explain how perceptions of marginalized followers as deficient leaders contribute to their underrepresentation…
Abstract
Purpose
Existing research on social inequalities in leadership seeks to explain how perceptions of marginalized followers as deficient leaders contribute to their underrepresentation. However, research must also address how current leaders restrict these followers' access to leadership opportunities. This conceptual paper offers the perspective that deficiencies in leaders' behaviors perpetuate social inequalities in leadership through an illustrative application to research on gender and leadership.
Design/methodology/approach
The authors situate existing research on gender and leadership within broader leadership theory to highlight the importance of inclusivity in defining destructive and constructive leadership.
Findings
Previous scholarship on gender inequalities in leadership has focused on perceptions of women as deficient leaders. The authors advocate that researchers reconceptualize leaders' failures to advance women in the workplace as a form of destructive leadership that harms women and organizations. Viewing leaders' discriminatory behavior as destructive compels a broader definition of constructive leadership, in which leaders' allyship against sexism, and any other form of prejudice, is not a rare behavior to glorify, but rather a defining component of constructive leadership.
Practical implications
This paper highlights the important role of high-status individuals in increasing diversity in leadership. The authors suggest that leader inclusivity should be used as a metric of leader effectiveness.
Originality/value
The authors refocus conversations on gender inequality in leadership by emphasizing leaders' power in making constructive or destructive behavioral choices. The authors’ perspective offers a novel approach to research on social inequalities in leadership that centers current leaders' roles (instead of marginalized followers' perceived deficits) in perpetuating inequalities.
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