Workplace racial composition, perceived discrimination, and organizational attachment

Stainback, Kevin; Irvin, Matthew W.

doi:10.1016/j.ssresearch.2011.11.016

Cited by 56 publications

(36 citation statements)

References 37 publications

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“…In addition to strategies focused at the individual level, broader approaches may also be needed to address upstream determinants 43,44 of workplace discrimination. The racial composition of the workplace is associated with individual’s experiences of workplace discrimination, and individuals who work in settings with more same-race colleagues are less likely to report experiencing discrimination.…”

Section: Discussionmentioning

confidence: 99%

“…The racial composition of the workplace is associated with individual’s experiences of workplace discrimination, and individuals who work in settings with more same-race colleagues are less likely to report experiencing discrimination. 44 In sectors in which there is less subjectivity allowed for promoting employees, such as governmental positions, there is greater representation of racial/ethnic minorities in positions of power and lower wage differentials relative to other sectors. 45 Policies to increase racial/ethnic diversity and efforts to reduce discrimination in worksites could both reduce workplace inequities 46 and have positive spillover effects on health behaviors.…”

Section: Discussionmentioning

confidence: 99%

“…15–18 Third, information was not available on job characteristics that may be important to understanding the association between workplace discrimination and health behaviors. For example, effects of discrimination may be particularly stressful in certain sectors, 47 and there could be other workplace hazards 7, 14, 44 that exacerbate individual stress responses to workplace discrimination. It will be important for future research to examine potential mechanisms through which workplace discrimination might impact health behaviors, such as psychological distress.…”

Section: Discussionmentioning

confidence: 99%

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Racial/Ethnic Workplace Discrimination

Chavez

Ornelas

Lyles

et al. 2015

American Journal of Preventive Medicine

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Background Experiences of discrimination are associated with tobacco and alcohol use, and work is a common setting where individuals experience racial/ethnic discrimination. Few studies have evaluated the association between workplace discrimination and these behaviors, and none have described associations across race/ethnicity. Purpose To examine the association between workplace discrimination and tobacco and alcohol use in a large, multistate sample of U.S. adult respondents to the Behavioral Risk Factor Surveillance System survey Reactions to Race Module (2004–2010). Methods Multivariable logistic regression analyses evaluated cross-sectional associations between self-reported workplace discrimination and tobacco (current and daily smoking) and alcohol use (any and heavy use, and binge drinking) among all participants and stratified by race/ethnicity, adjusting for relevant covariates. Data were analyzed in 2013. Results Among respondents, 70,080 completed the workplace discrimination measure. Discrimination was more common among black non-Hispanic (21%), Hispanic (12%), and other race respondents (11%) than white non-Hispanics (4%) (p<0.001). In the total sample, discrimination was associated with current smoking (risk ratio [RR]=1.32, 95% CI=1.19, 1.47), daily smoking (RR=1.41, 95% CI=1.24, 1.61), and heavy drinking (RR=1.11, 95% CI=1.01, 1.22), but not binge or any drinking. Among Hispanics, workplace discrimination was associated with increased heavy and binge drinking, but not any alcohol use or smoking. Workplace discrimination among black non-Hispanics and white Non-Hispanics was associated with increased current and daily smoking, but not alcohol outcomes. Conclusions Workplace discrimination is common, associated with smoking and alcohol use, and merits further policy attention given the impact of these behaviors on morbidity and mortality.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

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Racial/Ethnic Workplace Discrimination

Chavez

Ornelas

Lyles

et al. 2015

American Journal of Preventive Medicine

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“…Previous research has demonstrated that perceptions of career opportunity and discrimination affect self-esteem and confidence, health and wellbeing, job performance, job commitment, and aspirations for future career prospects (Ensher et al 2001;Kaiser et al 2004;Kanter 1977;Markham et al 1985). When people feel they are being treated poorly or that they do not belong in a particular setting, they may disengage, becoming less involved in and committed to their work (Ensher et al 2001;Gutek and Tsui 1996;Hausmann et al 2009;Stainback and Irvin 2012). Ultimately, these choices and aspirations can affect employee performance and organizational rewards.…”

Section: Perceptions Of Others' Treatmentmentioning

confidence: 99%

Gendered Perceptions of Cultural and Skill Alignment in Technology Companies

Wynn

Correll

2017

Social Sciences

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Previous research documents how stereotypes discourage young women from choosing and attaining technology jobs. We build off this research and ask whether (and how) stereotypes continue to affect men and women once they enter the technology workforce. Using a novel survey of technical employees from seven Silicon Valley firms and new measures of what we call "cultural" and "skill" alignment, we show that men are more likely than women to believe they possess the stereotypical traits and skills of a successful tech employee. We find that cultural alignment is especially important: because women are less likely than men to believe they match the cultural image of successful tech workers, they are less likely to identify with the tech profession, less likely to report positive supervisor treatment, and more likely to consider switching career fields. This paper is the first to use unique and independent measures of cultural and skill alignment comparing employees' perceptions of themselves to their perceptions of an ideal successful worker. By allowing cultural and skill alignment to operate separately, we are able to determine which work outcomes are most strongly related to each form of alignment. Our results imply that if we can broaden the cultural image of a successful tech worker, women may be more likely to feel like they belong in technology environments, ultimately increasing their retention in tech jobs.

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“…This is because higher SEP may buffer discrimination’s adverse impact through higher educational attainment, increased social capital, higher locus of control and self-esteem, and better access to treatment (Walker et al 2012; Lorant et al 2003). However, it could also be argued that those of high SEP may be more likely to experience discrimination given that some higher educational environments or workplaces associated with higher SEP may lack diversity and social support for minorities (Whittaker, Montgomery, and Martinez Acosta 2015; Wei Zhang and Hong 2013; Hagan, Shedd, and Payne 2005; Seaton and Yip 2009; Stainback and Irvin 2012; Pager and Shepherd 2008; Mays, Coleman, and Jackson 1996). In these higher SEP environments, minorities exposed to discrimination may be more likely to engage in effortful coping (Wei Zhang and Hong 2013; James, Hartnett, and Kalsbeek 1983).…”

Section: Introductionmentioning

confidence: 99%

Perceived discrimination and depressive symptoms among US Latinos: the modifying role of educational attainment

et al. 2017

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Objective Despite growing evidence that discrimination may contribute to poor mental health, few studies have assessed this association among US Latinos. Furthermore, the interaction between discrimination and educational attainment in shaping Latino mental health is virtually unexplored. This study aims to examine the association between perceived discrimination and depressive symptoms and the modifying role of education among a population of Mexican-origin adults. Design We utilized population-based data from 629 Mexican-origin adults (mean age=52.8 years) participating the Niños Lifestyle and Diabetes Study (2013–2014). Perceived discrimination was defined as responding “sometimes” or “often” to at least one item on the 9-item Everyday Discrimination Scale. High depressive symptoms were defined as scoring ≥10 on the CESD-10. We used log-binomial and linear-binomial models to estimate prevalence ratios (PR) and prevalence differences (PD), respectively, of high depressive symptoms for levels of perceived discrimination. Final models were adjusted for age, sex, education, cultural orientation, and nativity. General estimating equations were employed to account for within-family clustering. Results Prevalence of perceived discrimination and high depressive symptoms were 49.5% and 29.2%, respectively. Participants experiencing discrimination had higher depressive symptom prevalence than those never or rarely experiencing discrimination [PR=1.94, 95% confidence interval (CI): 1.46–2.58; PD=0.19, 95% CI: 0.12–0.27]. The strength of this association varied by education level. The association between discrimination and depressive symptoms was stronger among those with >12 years of education (PR=2.69; PD=0.24) compared to those with ≤12 years of education (PR=1.36; PD=0.09). Conclusion US Latinos suffer a high burden of depressive symptoms, and discrimination may be an important driver of this burden. Our results suggest that effortful coping strategies, such as achieving high education despite high perceived discrimination, may magnify discrimination’s adverse effect on Latino mental health.

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Workplace racial composition, perceived discrimination, and organizational attachment

Cited by 56 publications

References 37 publications

Racial/Ethnic Workplace Discrimination

Racial/Ethnic Workplace Discrimination

Gendered Perceptions of Cultural and Skill Alignment in Technology Companies

Perceived discrimination and depressive symptoms among US Latinos: the modifying role of educational attainment

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