Getting a word in group-wise: Effects of racial diversity on gender dynamics

Toosi, Negin R.; Sommers, Samuel R.; Ambady, Nalini

doi:10.1016/j.jesp.2012.04.015

Cited by 14 publications

(11 citation statements)

References 37 publications

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“…Each member of a diverse group is more likely to share, seek out, and listen to differing opinions. As a result, even majority group members are more confident and persistent expressing dissenting views in diverse compared to homogeneous groups (Phillips & Loyd, ; Sommers, ; Toosi, Sommers, & Ambady, ).…”

Section: Information and Decision‐makingmentioning

confidence: 99%

The double‐edged sword of diversity: Toward a dual pathway model

Carter

Phillips

2017

Social & Personality Psych

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Williams and O'Reilly (1998) published a seminal review of diversity research that has become a classic resource for researchers and practitioners alike. In the current review, we update the theoretical record by discussing traditional views of, as well as recent developments to, the 3 prominent frameworks used to understand diversity: social categorization, similarity‐attraction, and information and decision‐making. Furthermore, we propose a dual pathway model of diversity's effects that integrates all 3 frameworks. In our model, both positive and detrimental effects of diversity stem from processes of social categorization. Whereas these processes disrupt group functioning when intergroup bias is activated, when bias is not activated, we propose that social categorization and reduced attraction to dissimilar others will allow individuals in diverse rather than homogeneous groups to focus more on the task, anticipate differences in task‐relevant opinions and perspectives, and engage in more effortful information processing. Finding the balance is key.

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Section: Information and Decision‐makingmentioning

confidence: 99%

The double‐edged sword of diversity: Toward a dual pathway model

Carter

Phillips

2017

Social & Personality Psych

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“…Consequently, what is believed to be true about one social category may only represent a subset of people. In other words, gender dynamics that have been well-documented in the literature may actually apply primarily to White men and women, but not to individuals from other racial backgrounds or in diverse settings, as evidenced by research on group participation (Toosi, Sommers, & Ambady, 2012), worker evaluations (Biernat & Sesko, 2013), and leadership (Livingston, Rosette, & Washington, 2012). In the current studies, we focused on gender and race, as individuals access these categories immediately upon encountering new people, making them central to interpersonal perceptions (Ito & Urland, 2003).…”

Section: Racial Stereotypes and Status Differencesmentioning

confidence: 98%

Who Can Lean In? The Intersecting Role of Race and Gender in Negotiations

Toosi

Mor

Semnani-Azad

et al. 2018

Psychology of Women Quarterly

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Research on gender disparities in negotiation often does not address the intersectional influence of other demographic categories. We tested the hypothesis that race intersects with gender to play a role in constraining assertive behavior in negotiations. In two studies, we examined White non-Latinx and Asian/Asian American women and men’s phrasing of requests for higher salaries (Study 1) and the amounts they requested (Study 2) in hypothetical salary negotiation scenarios. White women reported less confidence and less assertiveness in their salary requests and proposed lower first offers than did White men; Asian and Asian American participants did not show gender differences in these measures. Negotiation backlash, measured by the amount that participants felt they could request without being punished for being too demanding, mediated the relation between demographic factors and first offers. We explored outcomes in light of intersectionality theories and the status incongruity hypothesis of backlash. These results indicate that differences in negotiation are shaped not only by gender but also by racial category membership.

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“…Their mediation analysis also found that 59% of the interaction effect on the gender gap in influence was mediated by the gender gap in speech participation. Another experimental study found that the gender gap between white men and women disappeared in racially diverse groups (Toosi et al ., 2012). In this experiment, white women spoke less and were rated as being less persuasive than white men in all-white groups.…”

Section: Gender Gap In Deliberationmentioning

confidence: 99%

Effect of deliberation style on the gender gap in deliberative participation

Levy

Sakaiya

2020

Japanese Journal of Political Science

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The importance of citizen deliberation in democracy is widely recognized today and the current digitalized and more fragmented society may benefit from discussions among people with diverse opinions in a well-organized setting. At the same time, concerns have also been raised about inequality in deliberative participation. We narrowed our focus to gender equality and examined whether introducing an evidence-driven style of deliberation can mitigate gender inequality in policy deliberation. In our repeated measure (within-subjects) experiment, university students in Japan discussed divisive policy issues during two sessions. Half of the participants started the discussion by examining factual information about the topic (evidence-driven style) and the other half started the discussion by expressing opinions about the topic (verdict-driven style). In the second session, the two groups switched styles. We found a statistically significant gender gap in participatory contribution for the verdict-driven style, but no such gap existed for the evidence-driven style. Using causal mediation analysis, we also found that, compared with the verdict-driven style, the evidence-driven style of deliberation reduces the gender gap by lowering women's tendency to agree with men. One possible explanation from the viewpoint of gendered communication is that women were more confident in evidence-driven deliberations. This psychological effect is a factor that is harder for facilitators to control and thus the evidence-driven style can be effective even with the presence of facilitators. This paper demonstrates the importance of studying how deliberations are conducted and how deliberation styles can affect the content and the consequences of policy deliberations.

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Getting a word in group-wise: Effects of racial diversity on gender dynamics

Cited by 14 publications

References 37 publications

The double‐edged sword of diversity: Toward a dual pathway model

The double‐edged sword of diversity: Toward a dual pathway model

Who Can Lean In? The Intersecting Role of Race and Gender in Negotiations

Effect of deliberation style on the gender gap in deliberative participation

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