Black (patients’) lives matter: Exploring the role of identity-safety cues in healthcare settings among Black Americans

Derricks, Veronica; Johnson, India R.; Pietri, Evava S.

doi:10.1177/13591053221090850

Cited by 14 publications

(7 citation statements)

References 55 publications

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“…For example, dominant-group members who express more positive intergroup attitudes experience less anxiety and more comfort interacting with other individuals from different social groups (e.g., cross-race and cross-social-class interactions; Brannon et al, 2017; Townsend et al, 2021). Research has shown that dominant-group members’ actual intergroup attitudes (e.g., Plaut et al, 2009) and inferred beliefs (e.g., signaled through behaviors such as wearing a BLM pin; Derricks et al, 2022) are linked to engagement and trust of marginalized-group members within mainstream institutions (e.g., workplaces, medical settings).…”

Section: Intergroup Attitudes: Out-group Exposure To Pride-and-prejud...mentioning

confidence: 99%

Pride-and-Prejudice Perspectives of Marginalization Can Advance Science and Society

Brannon

2022

Curr Dir Psychol Sci

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Research that conceptualizes marginalization as tied to both pride and prejudice—or as simultaneously a source of strengths and stigma—is especially well positioned to address social problems in ways that can fuel progress for science and society. This review integrates insights from current research to highlight that leveraging pride-and-prejudice perspectives of marginalization can spark meaningful advancement toward mitigating social inequalities. Specifically, focusing on marginalization associated with race-ethnicity, social class, refugee status, and gender identity and sexual orientation, it highlights burgeoning research that harnesses pride-and-prejudice perspectives to advance psychological theory and application linked to (a) inclusion among marginalized groups and (b) intergroup attitudes among more dominant or privileged groups. The review concludes with a discussion of implications for future research and policy directions that can foster inclusion and facilitate positive intergroup attitudes amidst challenges tied to a racial reckoning (e.g., resource or economic scarcity, backlash to diversity and multiculturalism).

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Section: Intergroup Attitudes: Out-group Exposure To Pride-and-prejud...mentioning

confidence: 99%

Pride-and-Prejudice Perspectives of Marginalization Can Advance Science and Society

Brannon

2022

Curr Dir Psychol Sci

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“…Minoritized groups often face concerns about negative treatment and belonging in work contexts (Shapiro & Neuberg et al, 2007;Sinclair & Kunda et al, 1999;Steele et al, 2002) and look to environmental cues to determine whether they will be valued and how to present themselves in that environment. For example, recruitment brochures that celebrate diversity (Gündemir et al, 2016;Purdie-Vaughns et al, 2008; also see , spaces dedicated to marginalized groups (Chaney & Sanchez et al, 2018;Kirby, Rego et al, 2020), identity-relevant academic curricula (Brannon et al, 2015) and the presence of allies or similar others (Derricks et al, 2023;Hildebrand et al, 2020;Johnson & Pietri et al, 2020;Murphy et al, 2007;Pietri et al, 2019) can all signal belonging and identity safety to stigmatized groups. Evidence for these processes has so far stemmed mainly from research with women and minoritized racial groups, largely in the United States.…”

Section: Identity Safety Cues For the Sexual Minoritiesmentioning

confidence: 99%

To Conceal or Reveal: Identity-Conscious Diversity Ideologies Facilitate Sexual Minority Identity Disclosure

Kirby¹

2023

Preprint

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Sexual minorities continue to face workplace discrimination, which leads to concerns about disclosing their sexual identities. Despite benefits of disclosing, relatively little research has examined what organizational factors foster disclosure of a sexual minority identity. Across five experiments (N = 1,662), sexual minorities were more willing to disclose in organizations with diversity messages conveying that they value group differences (an identity-conscious ideology) relative to those that downplay differences (an identity-blind ideology). Identity-blind ideologies also increased belonging and perceptions of fair treatment, although fair treatment was more plausible as a potential psychological mechanism. Despite expectations that contradictory evidence demonstrating a negative diversity climate (“diversity hypocrisy”) might create mistrust and impede disclosure, the benefits of diversity messages persisted even in the face of a negative diversity climate. These findings point to the complexities of facilitating visible sexual minority representation in many workplace environments.

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“…Minoritized groups often face concerns about negative treatment and belonging in work contexts (Shapiro & Neuberg et al., 2007; Sinclair & Kunda et al., 1999; Steele et al., 2002) and look to environmental cues to determine whether they will be valued and how to present themselves in that environment. For example, recruitment brochures that celebrate diversity (Gündemir et al., 2016; Purdie‐Vaughns et al., 2008; also see Kirby & Kaiser et al., 2020; Kirby et al., 2020), spaces dedicated to marginalized groups (Chaney & Sanchez et al., 2018; Kirby, Rego et al., 2020), identity‐relevant academic curricula (Brannon et al., 2015) and the presence of allies or similar others (Derricks et al., 2023; Hildebrand et al., 2020; Johnson & Pietri et al., 2020; Murphy et al., 2007; Pietri et al., 2019) can all signal belonging and identity safety to stigmatized groups. Evidence for these processes has so far stemmed mainly from research with women and minoritized racial groups, largely in the United States.…”

Section: Introductionmentioning

confidence: 99%

To conceal or reveal: Identity‐conscious diversity ideologies facilitate sexual minority identity disclosure

Kirby,

Barreto,

Korine

et al. 2023

Euro J Social Psych

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Sexual minorities continue to face workplace discrimination, which leads to them experiencing concerns about disclosing their own sexual identities. Despite the benefits of disclosure, relatively little research has examined what organizational factors can work together to foster disclosure of a sexual minority identity. Across five experiments (N = 1662), we examined two main factors: diversity ideologies and information about diversity climate. Sexual minorities were more willing to disclose in organizations with diversity messages conveying that they value group differences (an identity‐conscious ideology) relative to those that downplay differences (an identity‐blind ideology). Identity‐conscious ideologies also increased belonging, perceptions of fair treatment and perceptions of LGBTQ+ representation. Despite expectations that contradictory evidence demonstrating a negative diversity climate might create mistrust and impede disclosure, the benefits of an identity‐conscious ideology persisted in the face of a negative diversity climate. These findings point to the complexities of facilitating visible sexual minority representation in many workplace environments.

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Black (patients’) lives matter: Exploring the role of identity-safety cues in healthcare settings among Black Americans

Cited by 14 publications

References 55 publications

Pride-and-Prejudice Perspectives of Marginalization Can Advance Science and Society

Pride-and-Prejudice Perspectives of Marginalization Can Advance Science and Society

To Conceal or Reveal: Identity-Conscious Diversity Ideologies Facilitate Sexual Minority Identity Disclosure

To conceal or reveal: Identity‐conscious diversity ideologies facilitate sexual minority identity disclosure

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