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Journal articles on the topic 'Gender bias workplace'
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Heilman, Madeline E. "Gender stereotypes and workplace bias." Research in Organizational Behavior 32 (January 2012): 113–35. http://dx.doi.org/10.1016/j.riob.2012.11.003.
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Bielby, William T. "Minimizing Workplace Gender and Racial Bias." Contemporary Sociology 29, no. 1 (January 2000): 120. http://dx.doi.org/10.2307/2654937.
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Dalton, Dan R., Crystal Owen, and William D. Todor. "Gender Bias in Workplace Sanctions: A Reassessment." Journal of Social Psychology 126, no. 6 (December 1986): 811–12. http://dx.doi.org/10.1080/00224545.1986.9713665.
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Lekchiri, Siham, Cindy Crowder, Anna Schnerre, and Barbara A. W. Eversole. "Perceived workplace gender-bias and psychological impact." European Journal of Training and Development 43, no. 3/4 (May 7, 2019): 339–53. http://dx.doi.org/10.1108/ejtd-09-2018-0088.
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Purpose The purpose of this paper is to explore the experiences of working women in a male-dominated country (Morocco) and unveil the unique challenges and everyday gender-bias they face, the psychological impact of the perceived gender-bias and, finally, identify a variety of coping strategies or combatting mechanisms affecting their motivation and retention in the workplace. Design/methodology/approach Empirical evidence was obtained using a qualitative research method. The Critical Incident Technique (CIT) was used to collect incidents recalled by women in the select institution reflecting their perceptions of their managers’ ineffective behaviors towards them and the impact of these behaviors. The critical incidents were inductively coded, and behavioral statements were derived from the coded data. Findings The qualitative data analysis led them to structure the data according to two theme clusters: The perceived gender-bias behaviors (Covert and evident personal and organizational behaviors) and Psychological impacts resulting from the perceived bias. These behavioral practices included abusive behaviors, unfair treatment, bias and lack of recognition. The psychological impact elements involved decreased productivity, depression, anxiety and low self-esteem. Practical implications Understanding these experiences can facilitate the identification of strategies geared towards the retention of women in the workforce, and Moroccan organizations can develop and implement strategies and policies that are geared towards eliminating gender-bias in the workplace and to retaining and motivating women who remain ambitious to work in male-dominated environments and cultures. Originality/value This paper provides evidence that sufficient organizational mechanisms to support women in male-dominated environments are still unavailable, leaving them to find the proper coping mechanisms to persevere and resist.
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Coventry, Petrina. "Bias blockers and resilience builders." APPEA Journal 55, no. 2 (2015): 426. http://dx.doi.org/10.1071/aj14061.
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This extended abstract shares research factors that affect gender equity in the workplace, along with subsequent workplace interventions that have been trialed at Santos to address the research findings. A collaborative initiative between several leading universities and companies across a range of industries was established to identify challenges associated with gender representation in the workforce. A number of key research areas were focused on, including bias and its effects on gender equity, resilience in the workplace, and factors that affect retention and attrition of women in the workplace. Findings Unconscious and conscious bias needs to be tackled directly and through open intervention. Bias in manifested in judgments and decision-making that affect women's working conditions. Removing biased decision-making through awareness programs, education and direct challenge has a positive impact on diversity and productivity. Resilience builders can differ by gender. Interventions in the workplace to build resilience for women need to include confidence building. Successful women can suffer confidence crises as often as less successful women. Women are more likely to establish the confidence needed to be resilient in organisations when there is a culture of psychological flexibility. This extended abstract will share the application of the research findings to the Santos workplace. For example, how decision making and bias training at Santos has assisted a broad range of disciplines, and what effect resilience-building strategies have had on productivity and culture.
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Walker, Marquita R. "Gender Bias in Employment." Advances in Social Work 20, no. 3 (January 29, 2021): xiii—xvi. http://dx.doi.org/10.18060/24867.
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Gender bias in employment is not a new phenomenon. The historical devalued status of women and equity-seeking groups preserved in cultural and social gendered roles permeates the workplace and contributes to institutional structures which are fashioned by and reproduced through traditional norms and mores relegating women and equity-seeking groups to secondary status roles. The question then becomes is the continuation of these reinforced structural norms in the best long-term interest of all humanity? What are we giving up when we relegate over half of the world’s population to secondary and devalued status? What gains could be made if all workers were given the same opportunities, supports, and encouragements to reach their full potential.
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Murray, Sarah E. "Seeing and Doing Gender at Work: A Qualitative Analysis of Canadian Male and Female Police Officers." Feminist Criminology 16, no. 1 (April 10, 2020): 91–109. http://dx.doi.org/10.1177/1557085120914351.
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This qualitative study examines the ways in which male and female police officers view and enact gender in their workplace. Data were generated from in-depth interviews with 20 active police officers working in a populous Canadian province. Although most male officers deny gender differences and gender bias, female officers describe experiences of workplace sexism and deploy adaptive strategies daily in their workplaces to resist gender inequality. Both men and women describe a masculine-coded ideal police officer and disparage the “old police culture” and “old boy’s club.”
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Kong, Stephanie, Katherine Carroll, Daniel Lundberg, Paige Omura, and Bianca Lepe. "Reducing gender bias in STEM." MIT Science Policy Review 1 (August 20, 2020): 55–63. http://dx.doi.org/10.38105/spr.11kp6lqr0a.
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Women continue to be underrepresented in science, technology, engineering, and math (STEM). Gender discrimination and gender bias reinforce cultural stereotypes about women and their ability to perform in male-dominated STEM fields. Greater policy intervention can bolster national response to gender-based harassment and discrimination. There are four major efforts that individual institutions, local governments, and the federal government can support to combat gender discrimination in STEM: (1) invest in early education initiatives for increasing female representation, (2) institute stronger state and federal policies around gender discrimination, (3) foster workplace practices that promote diversity, and (4) develop better quantification and metrics for assessing gender discrimination to enact more meaningful policies.
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MEDJUCK, SHEVA, JANICE M. KEEFE, and PAMELA J. FANCEY. "Available But Not Accessible." Journal of Family Issues 19, no. 3 (May 1998): 274–99. http://dx.doi.org/10.1177/019251398019003003.
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This article investigates the extent to which existing workplaces assist women to balance employment and elder care responsibilities. Two sources of data are used in this article. Interview data of 246 women who are caregivers to elderly kin and who work in 37 workplaces in Nova Scotia, Canada are analyzed to obtain the employee's perception of elder care policy. In addition, content analysis of the 80 policy documents in these workplaces is conducted. Findings reveal a child care bias in family-friendly policies, a gender bias in policy formulation, and a focus on workplace productivity rather than employee well-being. This analysis suggests that current workplace policy does not take into consideration the complex needs and diverse situations of employed women providing care for elderly kin.
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Dalton, Dan R., and Jonathan L. Johnson. "The Iron Law of Paternalism: Gender Bias in Arbitrated Outcomes?" Psychological Reports 77, no. 3 (December 1995): 1027–30. http://dx.doi.org/10.2466/pr0.1995.77.3.1027.
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We relied on 372 justice procedures in the workplace (arbitral hearings) to assess the viability of the “iron law of paternalism,” a thesis essentially arguing that women will receive more lenient outcomes. With severity of the offense invariant, these data provide no support for this thesis in the workplace.
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Cyr, Emily N., Hilary B. Bergsieker, Tara C. Dennehy, and Toni Schmader. "Mapping social exclusion in STEM to men’s implicit bias and women’s career costs." Proceedings of the National Academy of Sciences 118, no. 40 (September 27, 2021): e2026308118. http://dx.doi.org/10.1073/pnas.2026308118.
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Why are women socially excluded in fields dominated by men? Beyond the barriers associated with any minority group’s mere numerical underrepresentation, we theorized that gender stereotypes exacerbate the social exclusion of women in science, technology, engineering, and math (STEM) workplaces, with career consequences. Although widely discussed, clear evidence of these relationships remains elusive. In a sample of 1,247 STEM professionals who work in teams, we tested preregistered hypotheses that acts of gendered social exclusion are systematically associated with both men’s gender stereotypes (Part 1) and negative workplace outcomes for women (Part 2). Combining social network metrics of inclusion and reaction time measures of implicit stereotypes (the tendency to “think STEM, think men”), this study provides unique empirical evidence of the chilly climate women often report experiencing in STEM. Men with stronger implicit gender stereotypes had fewer social ties to female teammates. In turn, women (but not men) with fewer incoming cross-gender social ties reported worse career fit and engagement. Moderated mediation revealed that for women (but not men), cross-gender social exclusion was linked to more negative workplace outcomes via lower social fit. Effects of social exclusion were distinct from respect. We discuss the possible benefits of fostering positive cross-gender social relationships to promote women’s professional success in STEM.
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Powell, Kendall. "How female scientists can confront gender bias in the workplace." Nature 561, no. 7723 (September 2018): 421–23. http://dx.doi.org/10.1038/d41586-018-06697-3.
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Foley, Sharon, Hang-yue Ngo, Raymond Loi, and Xiaoming Zheng. "Gender, gender identification and perceived gender discrimination." Equality, Diversity and Inclusion: An International Journal 34, no. 8 (November 16, 2015): 650–65. http://dx.doi.org/10.1108/edi-05-2015-0038.
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Purpose – The purpose of this paper is to examine the effects of gender and strength of gender identification on employees’ perception of gender discrimination. It also explores whether gender comparison and perceived gender bias against women act as mediators in the above relationships. It aims to advance the understanding of the processes leading to individual’s perception of gender discrimination in the Chinese workplace. Design/methodology/approach – Data were collected from 362 workers via an employee survey in three large companies in China. The human resource staff helped us to distribute a self-administered questionnaire to the employees, and the authors assured them of confidentiality and protected their anonymity. To test the hypotheses, the authors employed structural equation modeling. The authors first conducted confirmatory factor analysis on the measurement model, and then the authors estimated three nested structural models to test the mediating hypotheses. Findings – The results reveal that gender and strength of gender identification are related to perceived gender discrimination. The authors further found that gender comparison and perceived gender bias against women partially mediated the relationship between gender and perceived gender discrimination, while gender comparison fully mediated the relationship between strength of gender identification and perceived gender discrimination. Practical implications – The study helps managers understand why and how their subordinates form perceptions of gender discrimination. Given the findings, they should be aware of the importance of gender identity, gender comparison, and gender bias in organizational practices in affecting such perceptions. Originality/value – This study is the first exploration of the complex relationships among gender, gender identification, gender comparison, perceived gender bias against women, and perceived gender discrimination. It shows the salient role of gender comparison and gender bias against women in shaping employees’ perceptions of gender discrimination, apart from the direct effects of gender and strength of gender identification.
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Feeney, Mary K., and Federica Fusi. "A critical analysis of the study of gender and technology in government." Information Polity 26, no. 2 (June 3, 2021): 115–29. http://dx.doi.org/10.3233/ip-200303.
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Research at the intersection of feminist organizational theory and techno-science scholarship notes the importance of gender in technology design, adoption, implementation, and use within organizations and how technology in the workplace shapes and is shaped by gender. While governments are committed to advancing gender equity in the workplace, feminist theory is rarely applied to the analysis of the use, adoption, and implementation of technology in government settings from the perspective of public managers and employees. In this paper, we argue that e-government research and practice can benefit from drawing from three streams of feminist research: 1) studying gender as a social construct, 2) researching gender bias in data, technology use, and design, and 3) assessing gendered representation in technology management. Drawing from feminist research, we offer six propositions and several research questions for advancing research on e-government and gender in public sector workplaces.
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Tripathi, P., R. Tiwari, and R. Kamath. "Workplace Violence and Gender Bias in Unorganized Fisheries of Udupi, India." International Journal of Occupational and Environmental Medicine 7, no. 3 (July 1, 2016): 181–85. http://dx.doi.org/10.15171/ijoem.2016.788.
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Nelson, Robert L., Ioana Sendroiu, Ronit Dinovitzer, and Meghan Dawe. "Perceiving Discrimination: Race, Gender, and Sexual Orientation in the Legal Workplace." Law & Social Inquiry 44, no. 04 (June 25, 2019): 1051–82. http://dx.doi.org/10.1017/lsi.2019.4.
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Using quantitative and qualitative data from a large national sample of lawyers, we examine self-reports of perceived discrimination in the legal workplace. Across three waves of surveys, we find that persons of color, white women, and LGBTQ attorneys are far more likely to perceive they have been a target of discrimination than white men. These differences hold in multivariate models that control for social background, status in the profession and the work organization, and characteristics of the work organization. Qualitative comments describing these experiences reveal that lawyers of different races, genders, and sexual orientations are exposed to distinctive types of bias, that supervisors and clients are the most frequent sources of discriminatory treatment, and the often-overt character of perceived discrimination. These self-reports suggest that bias in the legal workplace is widespread and rooted in the same hierarchies of race, gender, and sexual orientation that pervade society.
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Shrestha, Basanti Roshan Pradhan. "Understanding Gender Neutral language at workplace: Study of TEVT schools of Nepal." Journal of Training and Development 2 (August 11, 2016): 19–24. http://dx.doi.org/10.3126/jtd.v2i0.15433.
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This study tries to understand how female instructors perceive use of gender neutral language in the workplace. Traditionally there had been stratification in male and female on the basis of work and also on the basis of language; but lately, a number of efforts have been made to remove stratification on the basis of gender. Still many reports argue that there is bias on the basis of gender language in the workplaces. The traditionally built stereotype on job roles of males and females given by the society people may not support and go in line with the practice of using gender neutral language. Therefore, this paper had aimed to explore the use of gender neutral language in technical schools of Nepal. To begin the study, eight female instructors from different technical schools of Nepal with different occupations were purposively selected. A case study research design was implied to understand the perception of female instruction with regards to gender neutral language in their work place.
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Melgoza, Alberto R., and Julie Wolfram Cox. "Subtle sexism: Re-informing intergroup bias and regulating emotion in an Australian police organization." Journal of Management & Organization 15, no. 5 (November 2009): 652–66. http://dx.doi.org/10.1017/s1833367200002480.
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AbstractFrom a liberal feminist perspective, we argue that gender can both inform, and should continue to be informed by, social identity studies in efforts to understand and manage subtle sexism in contemporary workplaces. We investigated the presence of a form of subtle sexism, affective aversive sexism, in an Australian male-dominated organization: a police force. To do this we surveyed 159 policemen and examined relationships between individual emotional experience, emotional intensity and emotion regulation. Results indicated that, in a subtle display of intergroup bias, policemen experienced both higher positive and higher negative emotions in the presence of other policemen than of policewomen who, we argue, may be less central in the men's identities and relationships at work. Implications for research, training, and emotion management in the workplace are discussed and it is suggested that liberal feminist research can contribute much to understanding the dynamics that reproduce structural segregation in the workplace.
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Melgoza, Alberto R., and Julie Wolfram Cox. "Subtle sexism: Re-informing intergroup bias and regulating emotion in an Australian police organization." Journal of Management & Organization 15, no. 5 (November 2009): 652–66. http://dx.doi.org/10.5172/jmo.15.5.652.
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AbstractFrom a liberal feminist perspective, we argue that gender can both inform, and should continue to be informed by, social identity studies in efforts to understand and manage subtle sexism in contemporary workplaces. We investigated the presence of a form of subtle sexism, affective aversive sexism, in an Australian male-dominated organization: a police force. To do this we surveyed 159 policemen and examined relationships between individual emotional experience, emotional intensity and emotion regulation. Results indicated that, in a subtle display of intergroup bias, policemen experienced both higher positive and higher negative emotions in the presence of other policemen than of policewomen who, we argue, may be less central in the men's identities and relationships at work. Implications for research, training, and emotion management in the workplace are discussed and it is suggested that liberal feminist research can contribute much to understanding the dynamics that reproduce structural segregation in the workplace.
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Rhee, Kenneth S., and Tracey H. Sigler. "Untangling the relationship between gender and leadership." Gender in Management: An International Journal 30, no. 2 (April 13, 2015): 109–34. http://dx.doi.org/10.1108/gm-09-2013-0114.
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Purpose – The purpose of this study is to empirically explore the perceptions of leader effectiveness and preference on gender and leadership style. Design/methodology/approach – The interaction between authoritarian and participative leadership style and gender roles was examined for effectiveness and preference using video samples of dramatized leaders. Findings – The results showed that although subjects found participatory leaders to be more effective and also preferred such a style over authoritarian leaders, male leaders were rated to be more effective and more preferred over female leaders. Women leaders who go against their gender stereotype were perceived as even less effective and less preferred than male leaders who exhibited the same style that was identified as a more masculine style. Research limitations/implications – The results suggest that women leaders continue to face challenges overcoming both sexual bias and stereotypes. Women leaders, regardless of style, face an uphill battle in terms of perceptions of effectiveness and preference regardless of who their followers might be. In addition, women leaders who go against the typical gender stereotype might be penalized even more. Practical implications – Despite making progress on gender equity, the study demonstrated the continuing existence of sexual stereotyping and bias in people’s perceptions, even with “younger” subjects. Thus, we need to maintain our focus on actively changing the rules of the workplace (e.g. a recent Harvard Business School experiment) and changing the status quo. Until we level the playing field, we need to continue to play an active role in creating an organizational culture and shaping an environment that is fair and equitable. Originality/value – This paper highlights the current status of gender bias and stereotyping using an innovative methodology of video case studies. The results also highlight the persistence of gender bias and stereotype even in a “neutral” setting with the younger subjects. In addition, the paper empirically demonstrates the double standards women often face in the workplace. Women leaders have often been expected to demonstrate more masculine traits at workplace (as exhibited by the authoritarian style), but when they do, they are penalized for acting out of their gender role.
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Kurniawan, Y., I. D. A. Nurhaeni, Mugijatna, and S. K. Habsari. "Gender Bias in the Workplace: Should Women be Marginalized in Engineering Job?" IOP Conference Series: Materials Science and Engineering 306 (February 2018): 012132. http://dx.doi.org/10.1088/1757-899x/306/1/012132.
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Grogan, Kathleen E. "How the entire scientific community can confront gender bias in the workplace." Nature Ecology & Evolution 3, no. 1 (November 26, 2018): 3–6. http://dx.doi.org/10.1038/s41559-018-0747-4.
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Terrell, Josh, Andrew Kofink, Justin Middleton, Clarissa Rainear, Emerson Murphy-Hill, Chris Parnin, and Jon Stallings. "Gender differences and bias in open source: pull request acceptance of women versus men." PeerJ Computer Science 3 (May 1, 2017): e111. http://dx.doi.org/10.7717/peerj-cs.111.
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Biases against women in the workplace have been documented in a variety of studies. This paper presents a large scale study on gender bias, where we compare acceptance rates of contributions from men versus women in an open source software community. Surprisingly, our results show that women’s contributions tend to be accepted more often than men’s. However, for contributors who are outsiders to a project and their gender is identifiable, men’s acceptance rates are higher. Our results suggest that although women on GitHub may be more competent overall, bias against them exists nonetheless.
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Fluharty-Jaidee, Jonathan T., Theresa DiPonio-Hilliard, Presha Neidermeyer, and Mackenzie Festa. "“Some people claim there’s a woman to blame”." Gender in Management: An International Journal 33, no. 1 (March 5, 2018): 30–49. http://dx.doi.org/10.1108/gm-04-2016-0085.
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Purpose The purpose of this study is to investigate gender-based punishment bias in the type and severity of punishments imposed on a male-dominated profession using the accounting profession as a proxy. Design/methodology/approach Data were hand-collected from the population of certified public accountants disciplined for violations of the Code of Professional Conduct. Disciplinary actions were obtained from the American Institute of Certified Public Accountant’s website. A total of 404 observations were obtained for the study over a five-year period from January 2009 through June 2015, comprising the population of the captured infractions committed during this time frame. Findings Women are punished more harshly than men for equivalent infractions; the disparity in punishment between women and men increases with the severity of the infraction. Originality/value This paper answers the call by Wren (2006) for an increased examination of workplace punishment’s relationship to gender using real-world scenarios and data. This study provides empirical evidence of the gender-based punishment bias, which calls into question the neutrality of workplace punishment as executed by a male-dominated profession.
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Schachter, Hindy Lauer. "Women in Public Administration." Administration & Society 49, no. 1 (July 28, 2016): 143–58. http://dx.doi.org/10.1177/0095399715611173.
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This article explores some aspects of the place of gender in educating public administrators for leadership, an important component of re-orienting women’s public sector role. While previous research has examined the place of gender in the Master of Public Administration (MPA) diversity and core courses, this study adds to our knowledge by analyzing gender in popular introductory MPA textbooks and in leadership courses. The aim is not only to see whether these offerings cover gender issues but whether they explore such issues only through a legal lens or supplement that approach with analysis of stereotypes in the gendered workplace—what management scholars call second-generation bias issues. The research finds that introductory textbooks and most leadership courses do not include material on second-generation bias issues. This tendency is unfortunate as some feminist theorists argue that adding education in second-generation bias issues to MPA education would help increase the role of women as leaders.
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Kuchynka, Sophie L., Jennifer K. Bosson, Joseph A. Vandello, and Curtis Puryear. "Zero-Sum Thinking and the Masculinity Contest: Perceived Intergroup Competition and Workplace Gender Bias." Journal of Social Issues 74, no. 3 (September 2018): 529–50. http://dx.doi.org/10.1111/josi.12281.
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Newton, Rose Mary, and Peter Zeitoun. "Is Androcentric Bias in the Educational Workplace on the Wane? Perplexing Findings." Journal of School Leadership 13, no. 4 (July 2003): 385–404. http://dx.doi.org/10.1177/105268460301300402.
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Androcentrism is a value system that views the male perspective as superior to the female perspective. Some theorists maintain that androcentric bias explains why, compared to their numbers in education, women continue to be underrepresented in administrative positions. This article reports the findings of a study examining teacher reactions to job descriptions depicting attributes of the principalship purported to influence men and women differently. Contrary to our expectations, both men and women preferred the job descriptions depicting the collaborative style of leadership previously ascribed to women. Does this finding portend the demise of the gender-based value system found in educational administration?
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Cleveland Manchanda, Emily, Anita Chary, Noor Zanial, Lauren Nadeau, Jennifer Verstreken, Eric Shappell, Wendy Macias-Konstantopoulos, and Valerie Dobiesz. "The Role of Gender in Nurse-Resident Interactions: A Mixed-methods Study." Western Journal of Emergency Medicine 22, no. 4 (July 19, 2021): 919–30. http://dx.doi.org/10.5811/westjem.2021.3.49770.
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Introduction: The role of gender in interprofessional interactions is poorly understood. This mixed-methods study explored perceptions of gender bias in interactions between emergency medicine (EM) residents and nurses. Methods: We analyzed qualitative interviews and focus groups with residents and nurses from two hospitals for dominant themes. An electronic survey, developed through an inductive-deductive approach informed by qualitative data, was administered to EM residents and nurses. Quantitative analyses included descriptive statistics and between-group comparisons. Results: Six nurses and 14 residents participated in interviews and focus groups. Key qualitative themes included gender differences in interprofessional communication, specific examples of, and responses to, gender bias. Female nurses perceived female residents as more approachable and collaborative than male residents, while female residents perceived nurses’ questions as doubting their clinical judgment. A total of 134 individuals (32%) completed the survey. Females more frequently perceived interprofessional gender bias (mean 30.9; 95% confidence interval {CI}, 25.6, 36.2; vs 17.6 [95% CI, 10.3, 24.9). Residents reported witnessing interprofessional gender bias more frequently than nurses (58.7 (95% CI, 48.6, 68.7 vs 23.9 (95% CI, 19.4, 28.4). Residents reported that gender bias affected job satisfaction (P = 0.002), patient care (P = 0.001), wellness (P = 0.003), burnout (P = 0.002), and self-doubt (P = 0.017) more frequently than nurses. Conclusion: Perceived interprofessional gender bias negatively impacts personal wellbeing and workplace satisfaction, particularly among female residents. Key institutional stakeholders including residency, nursing, and hospital leadership should invest the resources necessary to develop and integrate evidence-based strategies to improve interprofessional relationships that will ultimately enhance residency training, work climate, and patient care.
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Blandford, John M. "The Nexus of Sexual Orientation and Gender in the Determination of Earnings." ILR Review 56, no. 4 (July 2003): 622–42. http://dx.doi.org/10.1177/001979390305600405.
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This analysis of 1989–96 General Social Survey data reveals how sexual orientation and gender jointly influence earnings outcomes. Gay and bisexual men experienced a 30–32% income disadvantage relative to heterosexual peers, while lesbian and bisexual women enjoyed a wage premium of 17–23%. The disparate earnings effects of sexual orientation across genders suggest that workplace discrimination may be only one factor accounting for measured wage differentials associated with sexual orientation. These findings qualify pioneering work on the subject that indicated that wage differentials were attributable largely to employer bias. A further analysis that distinguishes the separate effects of gender, marital status, and sexual orientation suggests that differentials long attributed to marital status may in part reflect previously unobserved effects of sexual orientation.
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Sinclair, Samantha. "Bystander reactions to workplace incivility: The role of gender and discrimination claims." Europe’s Journal of Psychology 17, no. 1 (February 26, 2021): 134–44. http://dx.doi.org/10.5964/ejop.1675.
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Will men and women receive the same support at work when they claim to have been discriminated against? This paper reports a scenario-based experimental study (N = 240, 50.4% women, M age = 25.65) that investigated bystanders’ reactions to an incident where a co-worker is treated in a condescending manner by another co-worker. The results showed that women reacted more strongly to the incivility incident and were more willing to support and defend the co-worker. As expected, the gender difference in helping intentions was especially prominent when the co-worker attributed the incident to gender discrimination, compared to a control condition with an attribution unrelated to gender. Further, when the incident was attributed to discrimination, the female co-worker evoked somewhat stronger helping intentions than the male co-worker, suggesting the presence of gender bias. The results are discussed in relation to the prototype perspective of perceived discrimination.
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Mazerolle, Stephanie M., John F. Borland, and Laura J. Burton. "The Professional Socialization of Collegiate Female Athletic Trainers: Navigating Experiences of Gender Bias." Journal of Athletic Training 47, no. 6 (November 1, 2012): 694–703. http://dx.doi.org/10.4085/1062-6050-47.6.04.
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Context Female athletic trainers (ATs) experience gender discrimination in the workplace due to stereotypical gender roles, but limited information is available regarding the topic. Objective To understand the challenges and obstacles faced by young female ATs working in National Collegiate Athletic Association Division I athletics. Design Exploratory study using semistructured interviews. Setting Division I clinical setting. Patients or Other Participants A total of 14 female ATs were included in the study, using both criterion and snowball- sampling techniques. Their mean age was 27 ± 2 years, with 5 ± 2 years of overall clinical experience. Criteria included employment at the Division I clinical setting, being a full-time assistant AT, and at least 3 years of working experience but no more than 9 years to avoid role continuance. Data Collection and Analysis Analysis of the interview data followed inductive procedures as outlined by a grounded theory approach. Credibility was established by member checks, multiple-analyst triangulation, and peer review. Results Clear communication with both coaches and players about expectations and philosophies regarding medical care, a supportive head AT in terms of clinical competence, and having and serving as a role model were cited as critical tools to alleviate gender bias in the workplace. Conclusions The female ATs in this study stressed the importance of being assertive with coaches early in the season with regard to the AT's role on the team. They reasoned that these actions brought forth a greater perception of congruity between their roles as ATs and their gender and age. We suggest that female athletic training students seek mentors in their field while they complete their coursework and practicums. The ATs in the current study indicated that a mentor, regardless of sex, helped them feel empowered to navigate the male-centric terrain of athletic departments by encouraging them to be assertive and not second-guess their decisions.
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Avenancio-Leon, Carlos F., and Leslie Sheng Shen. "The Intangible Gender Gap: An Asset Channel of Inequality." International Finance Discussion Paper 2021, no. 1322 (August 3, 2021): 1–78. http://dx.doi.org/10.17016/ifdp.2021.1322.
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We propose an "asset channel of inequality" that contributes to gender inequities. We establish that industries with low (high) gender pay gaps have high (low) shares of tangible assets. Because asset tangibility determines firms' ability to collateralize assets and borrow, credit conditions affect industries differently. We show that credit expansions further reduce the pay gap in low-pay-gap industries while leaving it unaffected in high-pay-gap industries, making low-pay-gap industries more appealing for women. Consequently, gender sorting across industries increases, which then cements gender roles and accentuates workplace gender bias. Ultimately, credit expansions help women "swim upstream" but also reinforce glass ceilings.
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Güngör, Gökçe, and Monica Biernat. "Gender Bias or Motherhood Disadvantage? Judgments of Blue Collar Mothers and Fathers in the Workplace." Sex Roles 60, no. 3-4 (October 2, 2008): 232–46. http://dx.doi.org/10.1007/s11199-008-9540-1.
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Soklaridis, Sophie, Ayelet Kuper, Cynthia R. Whitehead, Genevieve Ferguson, Valerie H. Taylor, and Catherine Zahn. "Gender bias in hospital leadership: a qualitative study on the experiences of women CEOs." Journal of Health Organization and Management 31, no. 2 (April 10, 2017): 253–68. http://dx.doi.org/10.1108/jhom-12-2016-0243.
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Purpose The purpose of this paper is to examine the experiences of gender bias among women hospital CEOs and explore to what these female leaders attribute their success within a male-dominated hospital executive leadership milieu. Design/methodology/approach This qualitative study involved 12 women hospital CEOs from across Ontario, Canada. Purposeful sampling techniques and in-depth qualitative interview methods were used to facilitate discussion around experiences of gender and leadership. Findings Responses fell into two groups: the first group represented the statement “Gender inequality is alive and well”. The second group reflected the statement “Gender inequity is not significant, did not happen to me, and things are better now”. This group contained a sub-group with no consciousness of systemic discrimination and that claimed having no gendered experiences in their leadership journey. The first group described gender issues in various contexts, from the individual to the systemic. The second group was ambivalent about gender as a factor impacting leadership trajectories. Originality/value Representations of women’s leadership have become detached from feminism, with major consequences for women. This study reveals how difficult it is for some women CEOs to identify gender bias. The subtle everyday norms and practices within the workplace make it difficult to name and explain gender bias explicitly and may explain the challenges in understanding how it might affect a woman’s career path.
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Carmona-Cobo, Isabel, Eva Garrosa, and Esther Lopez-Zafra. "Workers’ Observation of Uncivil Leadership: Is Tolerance for Workplace Incivility a Gendered Issue?" Sustainability 13, no. 11 (May 28, 2021): 6111. http://dx.doi.org/10.3390/su13116111.
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In the context of organizational psychology, this study aimed to examine workers’ gender biases in tolerance when observing leaders’ incivility in the workplace. Based on role congruity theory, this paper proposes analyzing the gender differences in workers’ evaluations of awareness and tolerance of workplace incivility considering the gender of a leader who commits different incivility behaviors against an employee. Moreover, we posit that the type of incivility is also gendered. A sample of 547 workers (male and female) randomly played the roles of observers whereby they rated a scenario describing a leader (male or female) who publicly humiliates and openly doubts an employee’s judgment (overt incivility—agentic), or leaves out and pays little attention (covert incivility—communal) to an employee. The results indicate that male workers tolerated incivility less when role incongruence occurred, such as when male leaders used covert incivility. In contrast, female workers were consistently less tolerant when role congruence occurred with the leader’s gender, such as when male leaders were overtly uncivil. Furthermore, compared to males, female workers were more aware and less tolerant of incivility when a female leader was overtly or covertly uncivil. This paper provides empirical insights and fulfills an identified need to study how gender bias in workplace incivility can be enabled in organizations. The implications for practice can drive the development of prevention strategies within the field of management and human resources.
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Almer, Elizabeth Dreike, and Louise E. Single. "Shedding Light on the AICPA Work/Life and Women's Initiatives Research: What Does It Mean to Educators and Students?" Issues in Accounting Education 22, no. 1 (February 1, 2007): 67–77. http://dx.doi.org/10.2308/iace.2007.22.1.67.
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This commentary interprets the data from the 2004 AICPA Report issued by the Work/Life and Women's Initiatives Executive Committee in terms of implications for accounting faculty who advise students and who have an interest in conducting research on public accounting workplace issues. The discussion highlights the survey results relating to the status of women, including current trends in women's advancement and alternative career paths in public accounting, and the career aspirations of today's generation of students. We link these AICPA findings to other research on public accounting workplace issues, and broader research that suggests some generational and gender differences that should be considered in advising students. Throughout we also suggest potential research questions. Finally, because it is not uncommon for students to ask us questions about academic careers, we consider gender bias parallels that may exist between public accounting and the academy.
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Rivera, Lauren A., and András Tilcsik. "Scaling Down Inequality: Rating Scales, Gender Bias, and the Architecture of Evaluation." American Sociological Review 84, no. 2 (March 12, 2019): 248–74. http://dx.doi.org/10.1177/0003122419833601.
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Quantitative performance ratings are ubiquitous in modern organizations—from businesses to universities—yet there is substantial evidence of bias against women in such ratings. This study examines how gender inequalities in evaluations depend on the design of the tools used to judge merit. Exploiting a quasi-natural experiment at a large North American university, we found that the number of scale points used in faculty teaching evaluations—whether instructors were rated on a scale of 6 versus a scale of 10—significantly affected the size of the gender gap in evaluations in the most male-dominated fields. A survey experiment, which presented all participants with an identical lecture transcript but randomly varied instructor gender and the number of scale points, replicated this finding and suggested that the number of scale points affects the extent to which gender stereotypes of brilliance are expressed in quantitative ratings. These results highlight how seemingly minor technical aspects of performance ratings can have a major effect on the evaluation of men and women. Our findings thus contribute to a growing body of work on organizational practices that reduce workplace inequalities and the sociological literature on how rating systems—rather than being neutral instruments—shape the distribution of rewards in organizations.
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Braddy, Phillip W., Rachel E. Sturm, Leanne Atwater, Scott N. Taylor, and Rob Austin McKee. "Gender Bias Still Plagues the Workplace: Looking at Derailment Risk and Performance With Self–Other Ratings." Group & Organization Management 45, no. 3 (August 16, 2019): 315–50. http://dx.doi.org/10.1177/1059601119867780.
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Whereas overt forms of discrimination against women at work have decreased over time with the passage of formal antidiscrimination laws, implicit biases against women still plague organizations. To understand how implicit biases may appear in the workplace today, we examined how dissimilar outcomes may emerge for men and women leaders when their self-ratings differ from others’ (e.g., subordinates, peers) ratings. Drawing upon role congruity theory of prejudice toward female leaders and the status incongruity hypothesis, we theorized and found that women who overrated their leadership behaviors received lower performance ratings and higher perceived risk of derailment scores from their supervisors than did women who underrated their leadership behaviors. Men, however, experienced fewer negative consequences (than women) when they overrated. Given these findings, especially in light of discovering that most self–other agreement (SOA) research does not explicitly address gender as a main variable of interest, we question some of the field’s previous findings. We discuss the implications of our results for both practice and research regarding how SOA plays a role in the development of one’s career, highlighting the potential importance of implicit gender biases.
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Halim, Usman A., Abdulrahman Elbayouk, Adam M. Ali, Clare M. Cullen, and Saqib Javed. "The prevalence and impact of gender bias and sexual discrimination in orthopaedics, and mitigating strategies." Bone & Joint Journal 102-B, no. 11 (November 1, 2020): 1446–56. http://dx.doi.org/10.1302/0301-620x.102b11.bjj-2020-0982.r1.
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Aims Gender bias and sexual discrimination (GBSD) have been widely recognized across a range of fields and are now part of the wider social consciousness. Such conduct can occur in the medical workplace, with detrimental effects on recipients. The aim of this review was to identify the prevalence and impact of GBSD in orthopaedic surgery, and to investigate interventions countering such behaviours. Methods A systematic review was conducted by searching Medline, EMCARE, CINAHL, PsycINFO, and the Cochrane Library Database in April 2020, and Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines to which we adhered. Original research papers pertaining to the prevalence and impact of GBSD, or mitigating strategies, within orthopaedics were included for review. Results Of 570 papers, 27 were eligible for inclusion. These were published between 1998 and 2020. A narrative review was performed in light of the significant heterogeneity displayed by the eligible studies. A total of 13 papers discussed the prevalence of GBSD, while 13 related to the impact of these behaviours, and six discussed mitigating strategies. GBSD was found to be common in the orthopaedic workplace, with all sources showing women to be the subjects. The impact of this includes poor workforce representation, lower salaries, and less career success, including in academia, for women in orthopaedics. Mitigating strategies in the literature are focused on providing female role models, mentors, and educational interventions. Conclusion GBSD is common in orthopaedic surgery, with a substantial impact on sufferers. A small number of mitigating strategies have been tested but these are limited in their scope. As such, the orthopaedic community is obliged to participate in more thoughtful and proactive strategies that mitigate against GBSD, by improving female recruitment and retention within the specialty. Cite this article: Bone Joint J 2020;102-B(11):1446–1456.
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Kossek, Ellen Ernst, Rong Su, and Lusi Wu. "“Opting Out” or “Pushed Out”? Integrating Perspectives on Women’s Career Equality for Gender Inclusion and Interventions." Journal of Management 43, no. 1 (November 10, 2016): 228–54. http://dx.doi.org/10.1177/0149206316671582.
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This paper integrates the rapidly growing literatures on the individual and organizational factors that contribute to women’s career equality. We organize studies into three research perspectives: career preference, gender bias, and work-family explanations. These literatures diverge on whether women “opt out” or are “pushed out” of leadership positions in organizations. Further, the interconnectedness of these “pushes” and “pulls” and micro-macro linkages are not well-integrated. This creates a lack of clarity about what scholars should study and what practices organizations should implement. We define women’s career equality as an individual and organizational phenomenon involving the degree to which women (a) have equal access to and participation in career opportunities, and (b) experience equal intrinsic and extrinsic work and nonwork outcomes compared to men. We bridge the interdisciplinary divides by developing an integrative multi-level model of women’s career equality. We propose that individuals’ career perceptions and experiences are embedded in social contexts reflecting the climate for gender inclusion and interact with these contexts to shape women’s career equality outcomes. The climate for gender inclusion has three dimensions: fairness, leveraging talent, and workplace support. We identify coalescing themes to stimulate future research, including attention to national socio-economic influences, improving metrics and measurement of gender inclusion climate, multi-level career equality outcomes, a joint focus on implicit and explicit bias, and designing cross-disciplinary interventions for experiments. In order to foster theory-based research that is linked to practice, we suggest implementing and scientifically evaluating comprehensive workplace interventions that integrate perspectives and levels.
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Hutchison, Katrina. "Four types of gender bias affecting women surgeons and their cumulative impact." Journal of Medical Ethics 46, no. 4 (March 30, 2020): 236–41. http://dx.doi.org/10.1136/medethics-2019-105552.
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Women are under-represented in surgery, especially in leadership and academic roles, and face a gender pay gap. There has been little work on the role of implicit biases in women’s under-representation in surgery. Nor has the impact of epistemic injustice, whereby stereotyping influences knowledge or credibility judgements, been explored. This article reports findings of a qualitative in-depth interview study with women surgeons that investigates gender biases in surgery, including subtle types of bias. The study was conducted with 46 women surgeons and trainees of the Royal Australasian College of Surgeons. Maximum variance sampling strategies ensured a comprehensive set of perspectives. Data were analysed using iterative thematic analysis to document and classify forms of gender bias experienced by the participants, including implicit bias and epistemic injustice. It found four types of bias affecting women surgeons: (1) workplace factors such as access to parental leave and role models; (2) epistemic injustices—unfair assessments of women surgeons’ credibility by patients and colleagues; (3) stereotyped expectations that they will carry out more of surgery’s carework, such as meeting the emotional needs of patients and (4) objectification. Implicit biases arose in each category. Given that many of the biases identified in this study are small, are harmless on their own and are not necessarily under anyone’s conscious control, important questions arise regarding how they cause harm and how to address them. I draw on theoretical work on cumulative harm to answer these questions.
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Busari, Jamiu O. "#UsToo: implicit bias, meritocracy and the plight of black minority leaders in healthcare." BMJ Leader 3, no. 4 (October 11, 2019): 101–3. http://dx.doi.org/10.1136/leader-2019-000157.
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In the fall of 2017, the #MeToo movement ushered in one of the most astonishing revolts against the perils of workplace-related harassment. Several unsuccessful campaigns geared towards ending the harassment and subjugation of women in corporate organisations finally got a thrust that resulted in significant and far-reaching changes in many organisations. While the #MeToo movement highlighted the pains and struggles of gender inequality over the years, an unintended consequence has been the shadow it has cast over the plight of other minority groups facing harassment in the workplace. In several academic and healthcare (learning) environments, people of colour, like women, face explicit and implicit forms of harassment on a regular, if not daily basis. Unlike gender harassment, however, racial harassment affects both sexes with relatively more predominance among men. The effect of racial harassments does not just impact performance and self-confidence but also influences the opportunities available to black professionals to advance their academic and professional careers. In the academic and healthcare industries, the issue of how to tackle implicit bias and unfair practices is not clear-cut. While the subjugated feel the impact of bias, the perpetrators of the actions either lack the ability (or are unwilling) to acknowledge these biases. Furthermore, the complexities inherent to the different contexts make it problematic if not impossible, to call out racist behaviours. In this paper, a real-life case scenario is used to provide a scholarly analysis of the dynamics of racial harassment, implicit bias and the impact on minority leader roles in healthcare delivery.
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Dutton, Kelly. "Gender in management: differences in male and female evaluations in leadership." Development and Learning in Organizations: An International Journal 32, no. 6 (November 5, 2018): 22–24. http://dx.doi.org/10.1108/dlo-11-2018-133.
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Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Gender equality is increasing; however, in the higher management levels of organizations, there persists a bias toward male management. Investigating how bosses and peers rated managers showed that males provide lower job evaluations than females, regardless of sex, but at the same time, male peers provided higher ratings toward their own gender. Bosses were indifferent to gender in their ratings. Affecting the evaluation could be factors of social homophily and interpersonal familiarity. Lower performance ratings and a gender bias could hold back female career progression and create an overall atmosphere of gender perception within the workplace. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
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Dengate, Jennifer, Annemieke Farenhorst, Tracey Peter, and Tamara Franz-Odendaal. "“Shining Armour”: what Margaret-Ann Armour taught us about equity, diversity, and inclusion and mentorship in the natural sciences." Canadian Journal of Chemistry 99, no. 8 (August 2021): 692–97. http://dx.doi.org/10.1139/cjc-2020-0296.
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In addition to her contributions to the field of chemistry, Dr. Margaret-Ann Armour was the foremother of equity, diversity, and inclusion in the natural sciences in Canada and was an exemplary mentor to many women in science, technology, engineering, and mathematics. Dr. Armour emphasized that, to make progress in natural sciences and engineering fields, we also need to make advancements in workplace EDI. Dr. Armour was among the first to recognize the need to fix gender biased systems and not women. Analyses of the 2017–2018 Faculty Workplace Climate Survey, administered to approximately 700 natural sciences and engineering professors from 13 Canadian universities, supports Dr. Armour’s position. We present a synthesis of the key findings from the survey, which speak to some of the gendered challenges that women faculty members in Canada still face; and discuss the implications of these findings in light of women’s continued lack of access to mentors, with an emphasis on gender bias in mentorship within academic chemistry.
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Castro, Jairo Guillermo Isaza. "Occupational segregation, selection effects and gender wage differences: evidence from urban Colombia." APUNTES DEL CENES 33, no. 57 (September 22, 2014): 73. http://dx.doi.org/10.19053/22565779.2905.
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This paper assesses the effects of occupational segregation on the gender wage gap in urban Colombia between 1986 and 2000. The empirical methodology involves a two step procedure where by the occupational distributions ofworkers by gender aremodelled using a multinomial logit model in the first stage. In the second stage, the multinomial logit estimates are used not only to derive a counterfactual occupational distribution of women in the absence of workplace discrimination but also to correct for selectivity bias in thewage equations for each occupational category using the procedure suggested by Lee (1983). Besides the explained and unexplained components in conventional decompositions of the gender wage gap, this methodology differentiates between the justified and unjustified effects of the gender allocation ofworkers across occupational categories. The results for urban Colombia indicate that controlling for selectivity bias at the occupational category level is found to be relevant in all years reviewed in this study. They also suggest that a changing composition of the female labour supply in terms of un observables (i.e., ability and motivation) is playing a role in the dramatic reduction of the observed wage gap.
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Clarkson, Beth G., Elwyn Cox, and Richard C. Thelwell. "Negotiating Gender in the English Football Workplace: Composite Vignettes of Women Head Coaches’ Experiences." Women in Sport and Physical Activity Journal 27, no. 2 (October 1, 2019): 73–84. http://dx.doi.org/10.1123/wspaj.2018-0052.
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Historically, men have dominated the English football workplace; as a result, the number of women in coaching positions has been limited. The aim of the present study was to explore the lived experiences of women head coaches to identify the extent that gender influences the English football workplace. Semi-structured interviews (N = 12) were conducted with women head coaches operating at the (a) youth recreational, (b) talent development, and (c) elite levels of the English football pyramid. An inductive thematic analysis was performed which informed the development of composite vignettes, a form of creative nonfiction. Three vignettes were developed comprising women head coaches’ stories at each pyramid level. Findings from the thematic analysis identified themes of gender stereotyping, proving yourself, and confidence at the youth recreational level; work-life conflicts, limited career mobility, and marginalization at the talent development level; and tokenism, undercurrents of sexism, and apprehensions of future directives at the elite level. The vignette stories demonstrate that gender negatively influences coaches’ interactions and confidence early in their career in youth recreational football; gender bias is embedded within discriminatory organizational practices which limit career mobility for coaches working in talent development; and gender is used to hold elite level women coaches to higher scrutiny levels than male colleagues. Recommendations (e.g., [in]formal mentoring, male advocacy, recruitment transparency) are made to practitioners for a targeted occupational-focused approach regarding support, retention, and career progression of women head coaches in football.
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Ioannidou, E., A. Letra, L. M. Shaddox, F. Teles, S. Ajiboye, M. Ryan, C. H. Fox, T. Tiwari, and R. N. D’Souza. "Empowering Women Researchers in the New Century: IADR’s Strategic Direction." Advances in Dental Research 30, no. 3 (November 20, 2019): 69–77. http://dx.doi.org/10.1177/0022034519877385.
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Gender inequality in science, medicine, and dentistry remains a central concern for the biomedical research workforce today. Although progress in areas of inclusivity and gender diversity was reported, growth has been slow. Women still face multiple challenges in reaching higher ranks and leadership positions while maintaining holistic success in these fields. Within dental research and academia, we might observe trends toward a more balanced pipeline. However, women continue to face barriers in seeking leadership roles and achieving economic equity and scholarship recognition. In an effort to evaluate the status of women in dental research and academia, the authors examined the role of the International Association for Dental Research (IADR), a global research organization, which has improved awareness on gender inequality. The goal of this article is to review five crucial issues of gender inequality in oral health research and academics—workforce pipeline, economic inequality, workplace harassment, gender bias in scholarly productivity, and work-life balance—and to discuss proactive steps that the IADR has taken to promote gender equality. Providing networking and training opportunities through effective mentoring and coaching for women researchers, the IADR has developed a robust pipeline of women leaders while promoting gender equality for women in dental academia through a culture shift. As knowledge gaps remained on the levels of conscious and unconscious bias and sexist culture affecting women advancement in academics, as well as the intersectionality of gender with race, gender identity, ability status, sexual orientation, and cultural backgrounds, the IADR has recognized that further research is warranted.
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Kumthekar, Priya, Priscilla Brastianos, Erin Dunbar, Katherine Peters, and Alyx Porter. "INNV-19. SURVEYING BIAS IN NEURO-ONCOLOGY AND SOCIETY FOR NEURO ONCOLOGY (SNO) MEMBERS: GENDER AND BEYOND." Neuro-Oncology 21, Supplement_6 (November 2019): vi134. http://dx.doi.org/10.1093/neuonc/noz175.562.
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Abstract BACKGROUND The face of neuro-oncology providers has evolved over the century. We sought to evaluate if its culture has evolved concurrently. Women in NeuroOncology (“WiN.”) is a SNO subcomittee that identifies the needs of women in neuro-oncology and promotes advancement of the careers of women in neuro-oncology. We created this survey to examine bias within our field with the goal to implement future change. METHODS Following IRB approval, we surveyed both male and female SNO members and analyzed de-identified responses. RESULTS Of the 206 respondents, 25% identified as male, 84.9% were in academics, 73.7% were primarily research focused (69% clinical), and 59% were medical neuro-oncology focused. The majority of respondents were 36–45 years old (47%), followed by 46–55 (32%), and 21% aged 56+. 69.8% self-identified as white, followed by 22% Asian, 7.8% Latin, and 2.9% Black. The majority reported general professional bias at least “not infrequently”, with 11.7% reporting it “very commonly.” 59.9% reported “not being invited to participate and or being considered for an opportunity”, followed by 46.1% “being minimized, teased or disrespected”, 44.3% “being passed over for professional opportunities”, and 41.9% salary disparity. Furthermore, of those reporting general professional bias, 42.9% reported a lack of effective mentorship and 94% reported some frequency of burnout, with 34% “commonly, very commonly”, followed by 28.3% “not infrequently.” Notably, although only 25% of responders were men, 82.4% of total respondents reported some frequency of gender bias in the workplace, with “not infrequently” being the most commonly reported (48%). CONCLUSIONS In this survey, we identified SNO members who have experienced bias. Based on quantitative and qualitative responses, many reported bias manifesting as missing academic opportunities, salary disparity, burnout, and lack of mentorship. As we cultivate the next generation, we will use these results to engage those in leadership to promote unbiased equality.
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Walton, Robert O., and P. Michael Politano. "Gender-Related Perceptions and Stress, Anxiety, and Depression on the Flight Deck." Aviation Psychology and Applied Human Factors 4, no. 2 (July 1, 2014): 67–73. http://dx.doi.org/10.1027/2192-0923/a000058.
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This study explored gender-related perceptions among male and female pilots and the extent to which such perceptions may cause workplace stress, anxiety, or depression which may affect female pilots. This study utilized two measuring instruments on a sample that consisted of 83 pilots. The two measurement instruments used where the Aviation Gender Attitude Questionnaire (AGAQ) to measure gender bias and the Depression Anxiety Stress Scales-21 (DASS-21) to measure stress, depression, and anxiety among female pilots. There was a significant difference found between men and women across all AGAQ factors. While the results of this study concurred with research that suggests that female pilots are at greater risk for negative perceptions and sexism by male pilots, the results did not indicate any greater degrees of depression, stress, or anxiety in women as compared with their male counterparts.
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Neumeier, Shain A. M., and Lydia X. Z. Brown. "Beyond Diversity and Inclusion: Understanding and Addressing Ableism, Heterosexism, and Transmisia in the Legal Profession: Comment on Blanck, Hyseni, and Altunkol Wise’s National Study of the Legal Profession." American Journal of Law & Medicine 47, no. 1 (March 2021): 76–87. http://dx.doi.org/10.1017/amj.2021.3.
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Far too many—if not most—of us in the legal profession who belong to both the disability and LGBTQ+ communities have known informally, through our own experiences and those of others like us, that workplace bias and discrimination on the basis of disability, sexuality, and gender identity is still widespread. The new study by Blanck et al. on diversity and inclusion in the U.S. legal profession provides empirical proof of this phenomenon, which might otherwise be dismissed as being based on anecdotal evidence.1 Its findings lend credibility to our position that the legal profession must make systemic changes to address workplace ableism, heterosexism, and transmisia.2 They also suggest possibilities as to where and how it might start to do so through providing information on who employers discriminate against most often and in what forms.3