Women of Color in the Workplace: Supports, Barriers, and Interventions

O’Brien, Karen M.; Franco, Marisa; Dunn, Marianne G.

doi:10.1007/978-1-4614-8860-6_11

Cited by 4 publications

(3 citation statements)

References 86 publications

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“…Women of color report the highest levels of sexual and ethnic harassment when compared to White women and men (Berdahl & Moore, 2006). In addition to harassment, women of color are likely to report lack of safety, negative comments regarding their race or gender, lack of organizational support, difficulty accessing mentors, lack of respect, lower supervisor satisfaction, and higher levels of job stress (Buchanan & Fitzgerald, 2008; O’Brien et al, 2014; Velez et al, 2018).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Decent work among women workers: An intersectional approach.

Autin¹,

Herdt²,

Allan³

et al. 2022

Journal of Counseling Psychology

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The present study sought to apply an intersectional lens in predicting decent work (i.e., work that meets minimum standards for supporting worker dignity and livelihood). With a racially diverse sample of 302 women workers, we tested a moderated mediation model predicting decent work from economic constraints, experiences of sexism, experiences of racism, and the interaction of racism and sexism. Following psychology of working theory (PWT), we positioned work volition and career adaptability as mediators. Main effects were consistent with previous PWT theory and research, indicating that experiences of sexism and racism were important direct and indirect predictors of decent work. Interaction effects indicated that the interaction of sexism and racism predicted work volition and that the indirect effect of sexism on decent work was stronger at higher levels of racism. Results have implications for policymakers and practitioners seeking to support women across racial backgrounds in securing decent work. Public Significance StatementThis study found that women who experienced high levels of sexism or racism reported reduced freedom of work choice and access to decent work. Results showed that women who experienced high levels of racism were less negatively impacted by experiences of sexism, suggesting that women of color may have unique strengths in resisting multiple forms of discrimination.

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Section: Theoretical Backgroundmentioning

confidence: 99%

Decent work among women workers: An intersectional approach.

Autin¹,

Herdt²,

Allan³

et al. 2022

Journal of Counseling Psychology

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“…Regarding work and culture, Native Americans' cultural values and norms can be very different than those of other individuals in their workplace, which can cause them distress; however, Native Americans' values can also support their career success. O'Brien et al (2014), for example, conducted a review of five studies on the career journeys of Native American women. These women had left their reservations to find jobs and, in so doing, faced significant challenges, such as having their tribal loyalty questioned and being subjected to discrimination.…”

Section: Adultsmentioning

confidence: 99%

“…These women had left their reservations to find jobs and, in so doing, faced significant challenges, such as having their tribal loyalty questioned and being subjected to discrimination. Nevertheless, these women reported that their cultural values of gender-equity and women belonging in leadership positioned them to take on leadership roles in their workplaces (O'Brien et al, 2014).…”

Section: Adultsmentioning

confidence: 99%

Career psychology and work in the Native American context.

Turner¹,

Pope²

2023

Career Psychology: Models, Concepts, and Counseling for Meaningful Employment.

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I n this chapter, we explore who Native Americans are and how their history and current situations have defined their career and work opportunities. Using a developmental framework, we review the extant literature on career psychology and work in the Native American context in order to provide a foundation for further research and the construction of career counseling interventions.Approximately 2% (6.8 million) of the U.S. population identify as Native American (U.S. Census Bureau, 2018). There are currently 567 federally recognized tribes and 63 state-recognized tribes with which Native Americans identify (Bureau of Indian Affairs, n.d.;Salazar, 2016). About 22% of Native Americans live in tribal statistical areas and on Native American reservations, where there is significant poverty and unemployment. The other 78% live off reservation, with 72% living in urban and suburban areas, often in lower socioeconomic status neighborhoods (Urban Indian Health Institute, 2013; U.S. Census Bureau, 2012).Prior to European contact, during the pre-Columbian period, the number of Indigenous people inhabiting North America is estimated to have ranged from 5 million to 15 million (e.g., Fixico, 2020). By the 1600s, the lack of immunity to European-borne smallpox, measles, and other diseases had killed an estimated 90% of these populations (Koch et al., 2019). Over the next 150 years, there were more than 1,500 government-sanctioned attacks, wars, and raids, in which large numbers of Native Americans were also killed, so that by the 1890s only 240,000 Native Americans remained (Fixico, 2020).

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Addressing Barriers to Career Development Awards for Early Career Women in Pediatric Psychology

Bates

Bakula

Egbert

et al. 2023

Journal of Pediatric Psychology

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Objective To provide person and system-level recommendations for supporting early career women in the field of pediatric psychology in writing and submitting National Institutes of Health (NIH) Career Development Award (K award) applications. Recommendations are provided in the context of common barriers, with a focus on practical solutions. Methods Publicly available NIH reporter data were compiled to examine rates of funding for Society of Pediatric Psychology (SPP) members. Barriers that women face when initiating programs of research are described and applied to the field of pediatric psychology. Results Of current SPP members, 3.9% (n = 50) have ever received an NIH K award. Approximately 88.5% of SPP members identify as women, including 89.0% of SPP K award recipients. A table of person- and systems-level recommendations is provided to offer strategies for mentees, mentors/sponsors, institutions, and national organizations to address the barriers discussed. Conclusions By addressing gender-specific barriers to submitting K award applications, we hope to increase the number of women K awardees and support the scientific advancement of pediatric psychology.

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Women of Color in the Workplace: Supports, Barriers, and Interventions

Cited by 4 publications

References 86 publications

Decent work among women workers: An intersectional approach.

Decent work among women workers: An intersectional approach.

Career psychology and work in the Native American context.

Addressing Barriers to Career Development Awards for Early Career Women in Pediatric Psychology

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