Selection BIAS: Stereotypes and discrimination related to having a history of cancer.

Abstract

Although great strides have been made in increasing equality and inclusion in organizations, a number of stigmatized groups are overlooked by diversity initiatives, including people with a history of cancer. To examine the workplace experiences of these individuals in selection contexts, we conducted 3 complementary studies that assess the extent to which cancer is disclosed, the stereotypes associated with cancer in the workplace, and discrimination resulting from these stereotypes. In a pilot study, we surveyed 196 individuals with a history of cancer (across 2 samples) about their workplace disclosure habits. In Study 1, we explored stereotypes related to employees with a history of cancer using the framework outlined by the stereotype content model. In Study 2, we used a field study to assess the experiences of job applicants who indicated they were "cancer survivors" (vs. not) with both formal and interpersonal forms of discrimination. This research shows that cancer is disclosed at relatively high rates (pilot study), those with a history of cancer are stereotyped as being higher in warmth than competence (Study 1), and the stereotypes associated with those who have had cancer result in actual discrimination toward them (Study 2). We discuss the theory behind these findings and aim to inform both science and practice with respect to this growing workplace population.

Stereotype content and social distancing from employees with mental illness: The moderating roles of gender and social dominance orientation

“…However, the prevalence of mental illness within the working adult population draws attention to the need for researchers and practitioners to understand the ways in which mental illness affects workplace experiences, interactions, and dynamics. Stereotype content has been shown to be related to treatment of employees from underrepresented groups (Martinez, White, Shapiro, & Hebl, ), and future research should consider how stereotypes of employees with mental illness influence workplace interactions and outcomes.…”

A typology of stigma within organizations: Access and treatment effects

“…To follow then are representative examples of invisible stigmas and the organizational effects of such stigma on individuals should they become known during the course of employment. Specifically, we focus on previous employment history, sexual orientation, marital status, religion, and mental illness as exemplars of invisible stigmas, while recognizing that there are other invisible characteristics that can stigmatize individuals should they become known (e.g., medical history; Martinez, White, Shapiro, & Hebl, ).…”

Cancer-Related Self-Disclosure in the Workplace/School by Adolescent and Young Adult Cancer Survivors

“…5,6 Likewise, findings indicate that AYA survivors were less comfortable making cancer-related disclosures at work/school than when among friends, possibly because of fears of workplace/school discrimination. 4,6,12 Indeed, half the participants indicated that they sometimes choose not to disclose their cancer status at work/school to avoid being seen or treated differently (It is noteworthy, however, that participants only self-disclosed to a mean of 70.5% of friends/acquaintances; thus, 100% workplace/school self-disclosure should not be expected.).…”

“…When 192 cancer survivors were asked whether they would disclose their cancer history when applying for a new position, 43% indicated that they would in some situations but not others. 4 In another study, men who had been diagnosed with prostate cancer expressed reluctance to disclose their diagnosis to others but also an obligation to tell supervisors to explain absences from work. 5 Survivors in a qualitative study echoed the need to make disclosures when work-related absences were anticipated; these survivors noted, however, that they would be less likely to disclose at work if no health-related accommodations were needed.…”

“…An experimental study found that when job applicants identified as cancer survivors, they were significantly less likely to be called in response to their application and more likely to experience ''passive harm'' from managers (e.g., avoidance of eye contact, rudeness, and hostility). 4 Likewise, in qualitative research, survivors described workplace discrimination including bullying, refusing accommodations, and constrained opportunities for career advancement. 6 Thus, although disclosing one's cancer history is associated with positive outcomes, making such disclosures in the workplace/school may be risky.…”