A systematic review of interventions to address workplace bias: What we know, what we don't, and lessons learned

Metinyurt, Tuğba; Haynes-Baratz, Michelle C.; Bond, Meg A.

doi:10.1016/j.newideapsych.2021.100879

Cited by 29 publications

(15 citation statements)

References 50 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Despite the fact that additional research is needed to more fully understand the workplace experiences of LGBTQIA + people in Portugal, there are some steps that can already be taken to make the workplace a safer and more welcoming place for all. As recommended by study participants and consistent with previous research (Metinyurt et al, 2021), workplace trainings aimed at addressing biases should be implemented in Portuguese workplaces to help workers identify and reduce their biases. Additionally, we recommend stronger anti-discrimination laws, as many workers described discriminatory experiences in the form of microaggressions, which are very difficult to protect against with existing laws.…”

Section: Strengths Limitations and Future Directionsmentioning

confidence: 61%

Workplace Experiences of LGBTQIA + Individuals in Portugal

Beatriz

Pereira

2022

Employ Respons Rights J

View full text Add to dashboard Cite

Although Portuguese Labour Code forbids discrimination based on sexual orientation and gender identity, 20% of LGBTQIA + workers report workplace discrimination, potentially because non-discrimination policies do not protect against more covert types of discrimination. This study aimed to characterize workplace discrimination and support among Portuguese LGBTQIA + workers using online surveys to capture workplace satisfaction and support and discrimination in the workplace. Quantitative results were computed using STATA, Version 17.0. Qualitative data was analysed using NVivo 12. The sample included 60 participants who self-identified as a sexual or gender minority. Although only 31.9% of participants reported experiencing LGBTQIA + -based discrimination at work, only 30% of participants reported being completely out at work. Qualitative findings revealed two main themes regarding adverse workplace experiences (overt discrimination and covert discrimination), two main themes regarding neutral and positive workplace experiences (acceptance and support and liberation after disclosure at work), and two main themes regarding participants' vision of a truly inclusive and supportive workplace (instrumental changes and changes in values). These findings indicate that discrimination attributable to sexual orientation and gender identity still exists in Portuguese workplaces despite antidiscrimination protections and that more legal, institutional, and social support is needed to ensure a safe workplace for LGBTQIA + people.

show abstract

Section: Strengths Limitations and Future Directionsmentioning

confidence: 61%

Workplace Experiences of LGBTQIA + Individuals in Portugal

Beatriz

Pereira

2022

Employ Respons Rights J

View full text Add to dashboard Cite

show abstract

“…Payne et al (2017) agrees that personal bias can be accessible through explicit questioning since they may be the result of social constructs. Yet, awareness alone does not ensure behavioural change given that biased beliefs and attitudes can be resistant to change (Metinyurt et al, 2021). However, Carter et al (2020) offers that discrimination can be reduced by training and interventions.…”

Section: Principle 1: the Consumer Involvement Goal For The Researchmentioning

confidence: 99%

“…This is not a new idea, as Hugman et al (2011) identified earlier that refugee participants reported they provided their personal information in good faith and that it could help their condition, only to discover that their information was treated as a commodity. More generally, a recent systematic review of interventions to address workplace bias, Metinyurt et al (2021) suggested individual introspection to assess ones awareness of personal subtle biases is possible. Payne et al (2017) agrees, personal bias can be accessible through explicit questioning since they may be the result of social constructs.…”

Section: Cpr Checklist For Market Research–integrative Literature Rev...mentioning

confidence: 99%

Consumer partnerships in research (CPR) checklist: A method for conducting market research with vulnerable consumers

Carlini

Robertson

2022

International Journal of Market Research

View full text Add to dashboard Cite

There is a need for better evidence on how to effectively support consumer partnerships in research (CPR). This paper aims to provide a practical checklist for market researchers to plan, implement, and report research where vulnerable consumers are the target population. A vulnerable consumer is someone who, due to their circumstances, may be disadvantaged or at risk in some marketplace situations. Here, it is proposed that research conducted about vulnerable consumers must include consumer co-researchers as partners in the research process. The involvement of consumers as co-researchers addresses this methodological gap to some extent by democratizing research design and empowering vulnerable consumers. The CPR Checklist is based on an integrative realistic review method, content validation via an expert panel, and includes consumer co-researcher involvement in the research process. Considering the complexities of vulnerable consumers and market research, the CPR Checklist provides a suite of 'how and why' questions to guide rigorous and ethical project conduct.

show abstract

“…This siloed approach contrasts with research into other issues of concern, such as workplace aggression and employee engagement, which are more integrated (Hershcovis & Reich, 2013; Shuck et al, 2017). Employers may be acutely aware of the need to take action about subtle slights at work (Cortina et al, 2017; Leigh & Melwani, 2019; Metinyurt et al, 2021), but may be unaware of the various approaches and unsure as to the most appropriate way forward. It is difficult to identify, monitor and address these negative behaviours when their conceptualisations are unclear (Marshburn et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

Microaggressions, Everyday Discrimination, Workplace Incivilities, and Other Subtle Slights at Work: A Meta-Synthesis

Smith

Griffiths

2022

Human Resource Development Review

View full text Add to dashboard Cite

Subtle slights refer to a wide range of ambiguous negative interactions between people that may harm individual health, wellbeing and performance at work. This literature review aims to help human resource development practitioners and researchers understand the similarities and distinguishing features of disparate bodies of subtle slight research. A systematic review yielded 338 papers, the majority of which concerned three constructs: microaggressions, everyday discrimination and workplace incivilities. Meta-synthesis revealed that all three categories related to subtle, low-intensity interactions but differed in their descriptions of the type of perceived violation. The most common demographic factors under scrutiny were race or ethnicity, gender, sexual orientation, and age. We propose a framework that involves four dimensions common to all subtle slights: type of violation, intensity, duration and intent (VIDI). This framework may help future efforts to understand, monitor and address this issue of contemporary concern in the workplace.

show abstract

A systematic review of interventions to address workplace bias: What we know, what we don't, and lessons learned

Cited by 29 publications

References 50 publications

Workplace Experiences of LGBTQIA + Individuals in Portugal

Workplace Experiences of LGBTQIA + Individuals in Portugal

Consumer partnerships in research (CPR) checklist: A method for conducting market research with vulnerable consumers

Microaggressions, Everyday Discrimination, Workplace Incivilities, and Other Subtle Slights at Work: A Meta-Synthesis

Contact Info

Product

Resources

About