Confronting sexism: Identifying dimensions and exploring impact

Abstract

Although the effects of confronting sexism have been examined in the past, no research to date has demonstrated the most common dimensions along which confrontations of workplace sexism differ. Furthermore, previous research has not fully examined how different forms of sexism confrontations differentially impact the workplace experiences of targets experiencing these sexist actions. Thus, these two studies examine how confrontations of workplace sexism commonly differ and the workplace implications of these differences. In Study 1, data were collected from individuals who had witnessed a sexist encounter in the workplace that was subsequently confronted. Using a content analysis approach, we found that the most common differences in confrontations of workplace sexism included the identity of the confronter, the tone of the confrontation, the location of the confrontation, the number of confronters, and the timing of the confrontation. In Studies 2 and 3, we examined how these differences impacted job stress, turnover intentions, perceived organizational support, job satisfaction, and workplace diversity climate of women targets. In Study 2, analysis of survey data from women employees determined that workplace confrontations of workplace sexism of any form are equally beneficial for women targets. Study 3, an experimental vignette study, provided support for the Study 2 findings. This study aids researchers in understanding the dimensionality of sexism confrontations as well as the relationships between these dimensions and important workplace outcomes. This study will also prove useful for practitioners intent on educating allies and targets on when and how they should confront sexism at work.

Examining Cybersexism in Online Gaming Communities: A Scoping Review

“…The path to prevent and mitigate cybersexism is the responsibility of different social actors, such as gaming companies, technology platforms, game developers, gamers, law enforcement, and judicial systems. Cybersexism related to gaming is not different from other manifestations of sexism (such as sexism in the workplace) that request a multidimensional approach (Becker et al, 2014; Dray & Sabat, 2022).…”

Perceived/experienced sexism and perceptions of support and job attitudes

“…Among the many consequences of organizational support, some of the strongest predictive validities are with job satisfaction and turnover intentions (Baran et al , 2012; Rhoades and Eisenberger, 2002). Sexism has been found to negatively impact job satisfaction (Rubin et al , 2019) and increase turnover intentions (Dray and Sabat, 2022). There is also direct relationship between sex-based harassment, a form of sexism and work-related attitudes [e.g.…”

Editorial to Part II: Revisioning, Rethinking, Restructuring Gender at Work: Contributors to Gender‐Role Stereotyping

“…Focusing on how to deal with sexism (i.e., “biases and discriminatory practices that position one sex as inferior to another”; Hidalgo & Royce, 2017, p. 1), Dray and Sabat (2022) conducted a series of three studies. In Study 1, they show that sexism confrontations differ in how they include the identity of the confronter (being a target or nontarget of sexism), the tone (assertive vs. gentle), the location of the confrontation (in public or private), the number of confronters, and the timing of the confrontation.…”