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This study provides the first meta‐analytic testing of (1) several proposed moderators of the relationship between employee weight and job‐related outcomes (e.g., target gender, target qualifications, and rater gender); and (2) the effect of specific design features on the variation in results obtained across relevant experimental studies (e.g., weight manipulation and amount of job‐relevant information). The results indicate that there are important moderators of the relationship between people's weight and job‐related outcomes. However, design feature may significantly influence the obtained results. In particular, inconsistent experimental findings regarding the hypothesized moderating role of target sex appear to be explained by limitations in the way in which target weight was manipulated in some studies. Directions for future research are identified.

We developed and tested a model of heterosexism in employment decisions based on the lack of fit model of discrimination and social psychological research on attitudes toward gay men and lesbians. Results were supportive of both perspectives in that job candidates' sexual orientation, gender, and job gender type interacted with raters' gender and exposure to diversity training to predict ratings of candidate hirability. Consistent with prior attitudinal research, male raters tended to perceive gay male applicants as least suitable for employment. Finally, raters' attitudes toward gay men and lesbians, beliefs about the employability of gay men and lesbians, and social dominance orientation were differentially related to suitability and hirability ratings. The theoretical and practical implications of these results are discussed.j asp_669 2527..2555 Despite estimates indicating that between 4% and 17% of individuals in the American workforce are gay or lesbian, workplace experiences of this group remain relatively understudied in the mainstream applied psychology literature (Ragins, 2004). Further, survey research has indicated that between 25% and 66% of gay and lesbian employees have experienced discrimination in the workplace as a result of their sexual orientation (Croteau, 1996), and that gay and lesbian employees are significantly more likely to report being unfairly terminated from their jobs, as compared to heterosexuals (Mays & Cochran, 2001). While existing data indicate that heterosexism-that is, discrimination based on sexual orientation (Pichler, 2007)-is pervasive in organizations, applied psychological research on heterosexism in the workplace is in need of further development, especially in terms of theoretical development. (Ragins, 2004;Welle & Button, 2004). The purpose of this article, therefore, is to test a model of heterosexism in employment-related decisions-which is based in part on the model developed by Horvath and Ryan (2003)-in order to inform theoretical and practical understandings of discrimination against gay men and lesbians.Horvath and Ryan (2003) noted that while heterosexism is pervasive, more research is needed to delineate the mechanisms that actually explain heterosexism from the perspective of the organizational decision maker. To address this limitation, the authors developed and tested the only existing theoretical model of heterosexism in employment-related decisions, which, based on social psychological research, integrated individual-difference variables as predictors of attitudes toward, and employability beliefs about, gay men and lesbians. Despite the strong theoretical and empirical bases for their model, Horvath and Ryan's research was limited in that they did not vary the job type for which gay and lesbian applicants were being matched.As Oswald (2007) explained, research on stigmatization of gay men and lesbians has tended to focus on the prevalence of heterosexism and individual-difference predictors of negative attitudes without consideration of contextual v...

Women are more likely to experience sexual harassment in some work settings than others; specifically, work settings that have a large proportion of male workers, include a predominance of male supervisors, and represent traditional male occupations may be places in which there is greater tolerance for sexual harassment. The focus of the study was to document attitudes toward women among military personnel, to identify demographic and military characteristics associated with more positive attitudes toward women, and to examine associations between attitudes toward women and tolerance for sexual harassment. The study was based on data from 2,037 male and female former Reservists who reported minimal or no experiences of sexual harassment and no sexual assault in the military. Results suggest that attitudes toward women vary across content domains, are associated with several key demographic and military characteristics, and predict tolerance for sexual harassment. Implications of the findings and future directions are discussed.

In April 2021, a coalition of employee resource groups called the Federation of Asian American, Native Hawaiian, and Pacific Islander Network, or FAN, was established at the National Institutes of Health (NIH). The coalition aims to be a unifying voice that represents and serves these diverse communities. Discussion within the group centered around the persistent inequities and the lack of inclusion that the Asian American communities have long endured. Two common themes emerged from these discussions: (1) a leadership gap for Asian Americans in senior leadership and managerial positions, and (2) the everyday experience of exclusion. Asian Americans represent nearly 20% of the NIH permanent workforce yet make up only 6% of the senior leadership positions. These two issues reflect the sentiment that Asian Americans often feel invisible or forgotten in the discourse of structural racism and organizational inequities, especially in organizations in which they are numerically overrepresented. The purpose of this manuscript is to raise awareness of Asian American concerns in the federal workforce and how current employment and workforce analytic practices in this domain might contribute to the invisibility. To accomplish this goal, we will (1) describe relevant historical and contemporary contexts of Asian American experience undergirding their inclusion and visibility concerns; (2) present data analyses from available data sources to provide a deeper understanding of the Asian American leadership gap and lack of inclusion concerns; (3) highlight data availability and analytic challenges that hinder the ability to address the inequity and invisibility issues; and (4) recommend practices in data collection, measurement, and analysis to increase the visibility of this community in the federal workforce.