Understanding and Reducing Workplace Discrimination

Cheung, Ho Kwan; King, Eden B.; Lindsey, Alex; Membere, Ashley; Markell, Hannah M.; Kilcullen, Molly P.

doi:10.1108/s0742-730120160000034010

Cited by 31 publications

(27 citation statements)

References 216 publications

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“…We also observed gender differences in applicant ratings, as men rated the applicants more negatively than did women. These findings are consistent with the considerable evidence in sport (Burton, 2015) and in other settings (Cheung et al, 2016;Eagly and Karau, 2002) showing that women are likely to offer more positive evaluations of other women than are men. These findings suggest that, in addition to changing organizational cultures and discourses that privilege men (Knoppers and Anthonissen, 2008), including more women in the personnel decision-making process could help sport organizations increase their gender diversity.…”

supporting

confidence: 89%

“…Others have pursued organizational explanations, including the diversity climate within the workplace (Knoppers and Anthonissen, 2008;Spoor and Hoye, 2014) and biases in the selection process and in other personnel decisions (Hodge, 2014;Volz, 2013). Still other scholars have focused their efforts on individual factors, such as social networks (Day and McDonald, 2010;Walker and Bopp, 2011), rater demographics (Cheung et al, 2016) and self-limiting behaviors that result when people encounter continued discrimination (Cunningham et al, 2006;Tingle et al, 2014). These works collectively demonstrate that various factors, operating at multiple levels of analysis, can influence under-represented groups' access to and experiences in sport organizations (Burton, 2015;Cunningham, 2008Cunningham, , 2010.…”

Section: Introductionmentioning

confidence: 99%

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Bias against Latina and African American women job applicants: a field experiment

Vick

Cunningham

2018

SBM

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Purpose The purpose of this paper is to examine bias among White raters against racial minority women seeking employment in fitness organizations. Design/methodology/approach The authors conducted a 2 (applicant perceived racial identity) × 2 (applicant race) × 2 (hiring directive) factorial design experiment, with participant rater gender serving as the within-subjects variable. Adults in the USA (n=238) who had or were currently working in the fitness industry participated in the study. Findings Results indicate that applicant presumed racial identity and rater gender had direct effects, while applicant presumed racial identity, applicant race and rater gender had interactive effects, as well. Originality/value Results show that perceived racial identity affects raters’ view of job applicants, and the pattern of findings varies among racial groups.

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supporting

confidence: 89%

Section: Introductionmentioning

confidence: 99%

Bias against Latina and African American women job applicants: a field experiment

Vick

Cunningham

2018

SBM

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“…Discrimination can be defined as the prejudicial treatment of different categories of people. Discrimination has been invoked to explain LGB employees (a) receiving lower performance evaluations (Cheung et al, 2016), (b) being seen as less suitable for certain roles (e.g., Rule et al, 2016), (c) being promoted less (Drydakis, 2012; Ragins & Cornwell, 2001), and (d) receiving lower wages (e.g., Drydakis, 2012). For example, research by Drydakis (2012) found that homosexual respondents reported (a) salaries 4.2% lower than their heterosexual counterparts, and (b) less satisfaction with their remuneration, promotion prospects, and respect from supervisors.…”

Section: Systematic Review Of the Sexual Orientation Literature In Mamentioning

confidence: 99%

Mapping sexual orientation research in management: A review and research agenda

Byington

Tamm

Trau

2020

Human Resource Management

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Attitudes, norms, and laws regarding sexual orientation are undergoing a worldwide revolution. Managers and HR professionals play a key role in responding to these changes, and managing issues related to sexual orientation diversity in organizations. As such, the amount of management scholarship on sexual orientation has been rapidly growing to help inform practice. However, at present, the literature is fragmented across management specialty areas. This makes it difficult to have an overview of what has been learned to date, and detect research opportunities. Thus, this article aims to provide the first integrative review of sexual orientation research across the management field over 23 years. We use bibliometric techniques to (a) systematically identify and map 111 topics in this literature (map downloads from: https://bit.ly/SOTopicMap), (b) identify topic trends and topic citation rates, and (c) derive an inductive taxonomy of major topic clusters. We then identify key theories and relationships in the literature, review key findings for scholars and practitioners, and identify future research directions. Among these, we highlight the need to incorporate sexual orientation as a standard demographic question in management research, and highlight best practices for doing so from other scientific fields.

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“…However, allies can (and should) support all minority communities, including those not extensively studied by previous research or mentioned here. Other minority groups not mentioned in this chapter that still receive discrimination in the workplace include (but are not limited to) people with disabilities (Cheung et al, 2016), religious minorities (Ghumman, Ryan, Barclay, & Markel, 2013), and immigrants (Krings, Johnston, Binggeli, & Maggiori, 2014); these groups would also benefit from allyship.…”

Section: Limitations and Caveats To The Current Reviewmentioning

confidence: 99%

Allyship as a Diversity and Inclusion Tool in the Workplace

Salter¹,

Migliaccio²

2019

Advanced Series in Management

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Purpose-This chapter reviews previous research on allyship: non-minority individuals who choose to support minorities while working to end discrimination and prejudice. In particular, the focus of this chapter is on how allyship applies to the workplace. We argue that allyship can be a diversity management tool to help reduce workplace discrimination. Methodology-To explore this topic, we conducted a literature review on allyship in the workplace and synthesized previous research together. We examined research from both organizational and non-organizational settings. Findings-Our review of previous literature is divided into three sections. First, we discuss what all entails allyship, including knowledge, communication, and, in particular, action. Next, we discuss the many outcomes previous research suggests comes from allyship (including benefits to other individuals, benefits to the overall culture, and benefits to the ally him or herself). Finally, we conclude with a discussion of who is likely to become an ally as well as the journey a person goes through to become a true ally. Value-This chapter can be useful for practitioners who wish to promote allyship within his or her workplace. Organizations that want to strengthen their diversity and inclusion climate can consider developing ally training programs and promoting ally culture. Additionally, this chapter can be useful for researchers who wish to study the topic. Currently, there is a dearth of research on allyship specifically within the workplace; this chapter can help future researchers identify areas for empirical exploration.

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Understanding and Reducing Workplace Discrimination

Cited by 31 publications

References 216 publications

Bias against Latina and African American women job applicants: a field experiment

Bias against Latina and African American women job applicants: a field experiment

Mapping sexual orientation research in management: A review and research agenda

Allyship as a Diversity and Inclusion Tool in the Workplace

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