Identity-safe or threatening? Perceptions of women-targeted diversity initiatives

Cundiff, Jessica L.; Ryuk, Sohee; Cech, Katie

doi:10.1177/1368430217740434

Cited by 36 publications

(54 citation statements)

References 92 publications

(96 reference statements)

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“…The latest research shows, however, significant limitations of the proposed solutions concerning the fight against discrimination (Windscheid et al, 2017;Cundiff et al, 2018;Braun et al, 2017;McDonald et al, 2018). There are many cultural and organizational barriers for achieving equality of opportunity for women and increasing their presence in company management boards.…”

Section: The Methods Of Fighting Against Gender-related Discriminationmentioning

confidence: 99%

“…Moreover, emphasizing the importance of just one gender is disadvantageous. Both men and women feel more comfortable when social programmes are targeted at all employees instead of just one chosen employee category (Cundiff et al, 2018). Thus the question arises whether imitating men by women is a good strategy (Braun et al, 2017).…”

Section: The Methods Of Fighting Against Gender-related Discriminationmentioning

confidence: 99%

See 1 more Smart Citation

Women in Management – Future Research Directions

Bugdol¹,

Pokrzywa²

2019

IJCM

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Background. Gender is an important element regarding women's (and men's) situation in organizations. Numerous research studies indicate that women have the required competences and yet they hold positions, in particular top managerial positions, definitely less frequently than men. These differences can be explained by the still existing phenomenon of the glass ceiling and discrimination against women. In addition, knowledge about effective methods of preventing discrimination against women and their importance for the functioning of the organization is little. Research aims. The objective of this paper was to identify the dominant trends in research on women in organizational management. On the basis of the grouped results of the conducted literature review, the authors outlined new research directions which had previously been absent from, or attracted little attention in, the existing discourse. Methodology. The main method applied by the authors was systematic literature review and the principles of research conducted in the fields of management and business (Creswell, 2013; Easterby-Smith, Thorne & Jackson, 2015). Key findings. The authors indicated various possibilities of conducting research on women in management. For example, studies on the glass ceiling effect do not explain differences between the conduct of organizations with a long-term orientation and those pursuing short-term objectives. As far as financial benefits are concerned, it is not clear what causes organizations whose management boards include women to achieve better financial results and how such results are influenced by the external context. With respect to preventing discrimination, an important task is to grasp the differences between the strength of prosocial behaviours and training/procedures. There are also many research directions that should be further developed, e.g. differences between women and men in the manifestation of counterproductive and citizenship behaviours.

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Section: The Methods Of Fighting Against Gender-related Discriminationmentioning

confidence: 99%

Section: The Methods Of Fighting Against Gender-related Discriminationmentioning

confidence: 99%

Women in Management – Future Research Directions

Bugdol¹,

Pokrzywa²

2019

IJCM

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“…The authors also discuss potential unintentional consequences different diversity initiatives can have. The unintended negative consequences of programs that aim to increase gender equality are also the focus of the paper by Cundiff, Sohee, and Cech (2018). They demonstrate that diversity initiatives that clearly target women rather than all employees lead to feelings of discomfort and concerns about being treated negatively and unfairly.…”

Section: Overview Of the Papers In This Special Issuementioning

confidence: 97%

Addressing gender inequality: Stumbling blocks and roads ahead

Morgenroth

Ryan

2018

Group Processes & Intergroup Relations

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Despite many positive changes in terms of gender equality in recent decades, women remain under-represented in positions of power and prestige, and continue to shoulder disproportionate amounts of unpaid domestic labor. This special issue brings together an examination of the different ways in which gender inequality can be addressed, the efficacy of such approaches, and the consequences these approaches can have. In this introduction to the special issue, we discuss the focus of past and present gender research and outline issues which have received less attention. We further give an overview over the papers in this special issue, which focus on a diverse range of ways in which gender inequality can be addressed, such as collective action, workplace diversity initiatives and parental leave policies, gender-fair language, and government policies. Taken together, these papers illustrate (a) the importance of ensuring that initiatives are evidence based, (b) the ways in which we can maximize the effectiveness of interventions, and (c) the need to understand when these initiatives may inadvertently backfire.

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“…As another example, a statement of inclusivity regarding sexual and gender diversity on a fitness gym's brochure led to greater intentions among (presumably heterosexual) women to join the gym than when the gym's advertising materials lacked sexual and gender diversity information (Cunningham & Melton, 2014). In addition to the transfer effect, some evidence suggested that the most promising diversity initiatives should be aimed at all employees (e.g., not only women employees) and organized by a collective (e.g., not only by A TAXONOMY OF IDENTITY SAFETY CUES 20 management) in order to work effectively (Cundiff et al, 2018). Taken together, diversity philosophies that are far-reaching may cue safety for multiple stigmatized groups.…”

Section: Cue 2: Diversity Philosophies and Programmingmentioning

confidence: 99%

A Taxonomy of Identity Safety Cues Based on Gender and Race: From a Promising Past to an Intersectional and Translational Future

Matsick¹,

Kruk²

2021

Preprint

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Identity safety cues refer to aspects of the environment or social setting that communicate one is valued and the threat of discrimination is limited. In this article, we review the content of identity safety cues, their strengths and limitations, and implications for future theory, research, and practice. A close analysis of the identity safety cue literature can inform the efforts of individuals and organizations who aim to enhance social inclusion and promote diversity. Searching databases for safety cue research (e.g., Google Scholar, PsycINFO), we found more than 35 peer-reviewed articles that explicitly addressed identity safety cues. We synthesized the literature to produce a novel taxonomy of identity safety cues that target stigmatized groups, namely those minoritized by gender and race. A taxonomy of identity safety cues can facilitate clear and universal communication about the science, delineate types of operational definitions, and direct future research and theorizing. Our review revealed that knowledge of cues is often limited by unidimensional identity characteristics (i.e., targeting gender or race, not both), and we discovered four cue categories that induced identity safety: minority representation, diversity philosophies and programming, environmental features, and identity-safe information. The significance of this review is that, beyond establishing the only known taxonomy of identity safety cues, we critically examine the strengths and weaknesses of cue efficacy and provide a forward-thinking discussion of theoretical implications and broader impacts, focusing on the expansion of intersectionality theorizing and the translation of identity safety cue research.

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Identity-safe or threatening? Perceptions of women-targeted diversity initiatives

Cited by 36 publications

References 92 publications

Women in Management – Future Research Directions

Women in Management – Future Research Directions

Addressing gender inequality: Stumbling blocks and roads ahead

A Taxonomy of Identity Safety Cues Based on Gender and Race: From a Promising Past to an Intersectional and Translational Future

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