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Article
Publication date: 24 August 2021

Isaac Emmanuel Sabat, Whitney Botsford Morgan, Kristen Price Jones and Sarah Singletary Walker

The authors aims to use stigma theory to predict and test a model wherein a person’s stage of pregnancy influences their workplace outcomes associated with pregnancy…

Abstract

Purpose

The authors aims to use stigma theory to predict and test a model wherein a person’s stage of pregnancy influences their workplace outcomes associated with pregnancy concealment behaviors.

Design/methodology/approach

The authors tested the model using two separate survey studies, examining these relationships from the perspectives of both the pregnant employees and their supervisors.

Findings

The authors find support for the model across both studies, showing that concealment of a pregnant identity predicts increased discrimination, but only for those in later stages of pregnancy.

Originality/value

To the best of the authors’ knowledge, this is the first study to examine how one’s stage of pregnancy impacts identity management outcomes. This is important given that pregnancy is an inherently dynamic stigma that becomes increasingly visible over time.

Details

Gender in Management: An International Journal , vol. 37 no. 1
Type: Research Article
ISSN: 1754-2413

Keywords

Content available
Article
Publication date: 16 July 2020

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…

3414

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.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 39 no. 7
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 21 January 2019

Sarah Singletary Walker, Enrica N. Ruggs, Whitney Botsford Morgan and Sandra W. DeGrassi

The purpose of this paper is to examine the extent to which racioethnicity influences perceptions of inclusion (i.e. information sharing, collective efficacy, satisfaction…

Abstract

Purpose

The purpose of this paper is to examine the extent to which racioethnicity influences perceptions of inclusion (i.e. information sharing, collective efficacy, satisfaction and relationship conflict) when working in racially heterogeneous groups.

Design/methodology/approach

Individuals were placed in groups in order to participate in ethical-decision making tasks.

Findings

Results reveal that individuals representing varied racioethnic groups are in general satisfied working in racially heterogeneous groups. However, reports of relationship conflict and information sharing varied as a function of racioethnicity.

Originality/value

The authors discuss possible rationales for differences in how racioethnic groups perceive and experience group processes over time as well as practical implications for social psychology and diversity in teams.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 38 no. 1
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 4 November 2014

Enrica N. Ruggs, Michelle R. Hebl, Sarah Singletary Walker and Naomi Fa-Kaji

The purpose of this paper is to examine the interactive effects of gender and age on evaluations of job applicants. Given the double jeopardy hypothesis, the authors might…

1709

Abstract

Purpose

The purpose of this paper is to examine the interactive effects of gender and age on evaluations of job applicants. Given the double jeopardy hypothesis, the authors might anticipate that older women would be denigrated most in hiring evaluations. However, given expectations of normative gender behavior, the authors might anticipate that older men would be penalized most for not already having stable employment. This study aims to examine which hypothesis best describes selection biases based on age and gender.

Design/methodology/approach

Stimuli depicting male and female job applicants at the various ages were developed. The stimuli were standardized by collecting facial photos of older White men and women at ages 20, 40, and 60, and morphing these faces onto standardized bodies using Adobe Photoshop. Participants viewed six stimuli, one from each age by gender combination, and made evaluations across job relevant dimensions.

Findings

Results showed an interaction between age and gender, such that older male applicants were evaluated more negatively than older female and younger male applicants. These findings support for the violation of gender normative behavior hypothesis.

Practical implications

This study has implications for organizational leaders who can use this information to provide training for selection officers concerning biases against older workers and how to avoid them.

Originality/value

Original, novel stimuli are used in an experimental design to examine the effects of age in employment in a standardized manner which controls for extraneous variables such as attractiveness across age.

Details

Journal of Managerial Psychology, vol. 29 no. 8
Type: Research Article
ISSN: 0268-3946

Keywords

Abstract

Details

Equality, Diversity and Inclusion: An International Journal, vol. 40 no. 1
Type: Research Article
ISSN: 2040-7149

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