The Power In Demography: Women'S Social Constructions Of Gender Identity At Work

What happens before? A field experiment exploring how pay and representation differentially shape bias on the pathway into organizations.

“…Further, greater representation of minorities and women may accrue other benefits to these groups, including higher work satisfaction, commitment, and reduced turnover (Williams and O'Reilly, 1998;Zatzick, Elvira and Cohen, 2003), likely due to the combined effects of homophily and the redefined social constructions of identity that can emerge in such contexts (Ely, 1995). While a small number of studies have hinted increases in the size of minority groups carry risks for minorities (e.g., Tolbert et al, 1995;McGinn and Milkman, 2013), most findings suggest that bias against women and minorities is likely to decline in settings where they are better represented.…”

The importance of strategic change in achieving equity in diversity

“…Furthermore, the gendered type of an organization can affect the acceptance of different approaches to equity management (Ng and Chiu, 1997) and the construction of gender generally in organizations (Ely, 1995).…”

Therapeutic mode preferences and associated factors among Norwegian undergraduate occupational therapy students: A cross-sectional exploratory study

“…The collaboration preferences of female students could be because (the largely) female educators emphasize these values because the female students appreciated these values, or a combination of both. The female students' acknowledgement of the collaborative mode could also reflect women's perhaps stronger tendency to support values like collaboration and equality, a tendency that could be related to women's continued struggle to obtain equal rights in relation to men in society (27,28). However, the study has not addressed these factors and this needs further investigation in future studies.…”