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Kindness-informed allyship praxis 基于善意的盟友关系实践
Pub Date : 2023-01-09 DOI: 10.1108/edi-06-2021-0145
K. Williams, Heidi Weigand, Sophia Okoroafor, G. Liuzzo, Erica Ganuelas Weigand
PurposeThis paper explores intergenerational perceptions of kindness in the context of Black Lives Matter (BLM) movement and the COVID-19 global pandemic. The purpose of this exploratory study is to investigate perceptions of kindness in the context of traumatic events and its potential value in authentic allyship in organizational environments.Design/methodology/approachAuthors interviewed 65 individuals (31 self-identifying as non-racialized and 34 self-identifying as Black, Indigenous and People of Colour aka BIPOC). Participants included Generation Z (Gen Z; born between 1997–2012/5) and Generation Y (Gen Y; also referred to as Millennials, born between 1981 and 1994/6) across North American, Europe and Africa. Millennials currently represent the largest generation in the workplace and are taking on leadership roles, whereas Gen Z are emerging entrants into the workplace and new organizational actors.FindingsThe paper offers insights into how to talk about BLM in organizations, how to engage in authentic vs performative allyship and how to support BIPOC in the workplace. The study also reveals the durability of systemic racism in generations that may be otherwise considered more enlightened and progressive.Research limitations/implicationsThe authors expand on kindness literature and contribute theoretically and methodologically to critical race theory and intertextual analysis in race scholarship.Practical implicationsThe study contributes to the understanding of how pro-social behaviours like kindness (with intention) can contribute to a more inclusive discourse on racism and authentic allyship.Originality/valueAuthors reveal the potential for kindness as a pro-social behaviour in organizational environments to inform authentic allyship praxis.
目的:本文探讨在黑人生命也重要(BLM)运动和COVID-19全球大流行的背景下,代际间对善良的看法。本研究旨在探讨创伤性事件情境下的友善感知,以及其在组织环境下真实盟友关系中的潜在价值。设计/方法/方法作者采访了65个人(其中31人自认为是非种族化的,34人自认为是黑人、土著和有色人种,又名BIPOC)。参与者包括Z世代(Gen Z;1997-2012/5之间出生的)和Y一代(Y一代;也被称为千禧一代,出生于1981年至1994/6年之间,分布在北美、欧洲和非洲。千禧一代目前是在职场中人数最多的一代,他们正在担任领导角色,而Z世代是新进入职场的人,也是新的组织参与者。本文提供了如何在组织中谈论BLM的见解,如何参与真实的与表现性的盟友关系,以及如何在工作场所支持BIPOC。该研究还揭示了系统性种族主义在几代人身上的持久性,否则这些人可能被认为更开明、更进步。研究局限/启示作者扩展了善良文献,并在理论和方法上为种族学术中的批判性种族理论和互文分析做出了贡献。实践意义本研究有助于理解亲社会行为,如善意(有意图)如何有助于对种族主义和真正的盟友关系进行更具包容性的讨论。原创性/价值作者揭示了在组织环境中,善良作为一种亲社会行为的潜力,可以为真正的盟友关系实践提供信息。
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引用次数: 0
International human rights law and the intangible face of ageism 国际人权法和老龄歧视的无形面目
Pub Date : 2023-01-05 DOI: 10.1108/edi-09-2021-0220
Barbara Mikołajczyk
PurposeThe purpose of this paper is to show the potential of international human rights law to raise awareness of the international community about ageism and its three aspects – old age discrimination, stereotyping and prejudices against older persons. The author evaluates the ability of international human rights law to encourage states to take action against these phenomena and looks for new solutions. The author also intends to examine if there are international law instruments compelling states to reject stereotypes and prejudices on older persons if there is no treaty devoted to them.Design/methodology/approachThe author applies methods relevant to legal science. The core human rights treaties, soft law documents and activities of human rights bodies are selected, analysed and interpreted.FindingsThe core human rights treaties require going beyond their literal interpretation to observe older persons' rights. States should interpret them in good faith, relying on the ageing mainstreaming approach. Instruction to states on how to do so lies in the soft law and output of the international human rights bodies. However, there is also room for improvement. Therefore, the author proposes adopting a targeted resolution on counteracting ageism and its components, updating positions by international treaty bodies, and involving various human rights procedures and specialised agencies in the fight against intangible dimensions of ageism.Originality/valueIt is the first study analysing awareness about stereotyping and prejudices against older persons from international human rights law. The author indicates untapped possibilities of the fight against ageism and its intangible dimensions under international law.
本文的目的是展示国际人权法在提高国际社会对年龄歧视及其三个方面——老年歧视、刻板印象和对老年人的偏见——的认识方面的潜力。作者评估了国际人权法鼓励各国对这些现象采取行动的能力,并寻求新的解决办法。作者还打算审查,如果没有专门针对老年人的条约,是否有国际法文书迫使各国拒绝对老年人的陈规定型观念和偏见。作者运用了与法学相关的方法。选择、分析和解释核心人权条约、软法律文件和人权机构的活动。核心人权条约要求超越其字面解释,以尊重老年人的权利。各国应根据老龄化主流化方法,真诚地解释它们。对各国如何做到这一点的指导在于软法律和国际人权机构的产出。然而,也有改进的余地。因此,作者建议通过一项关于抵制年龄歧视及其组成部分的有针对性的决议,更新国际条约机构的立场,并使各种人权程序和专门机构参与打击年龄歧视的无形层面。原创性/价值这是第一个从国际人权法分析对老年人的陈规定型观念和偏见的认识的研究。作者指出,根据国际法,反对年龄歧视及其无形方面的斗争尚未开发的可能性。
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引用次数: 2
20 years of workplace diversity research in hospitality and tourism: a bibliometric analysis 酒店和旅游业20年工作场所多样性研究:文献计量分析
Pub Date : 2022-12-16 DOI: 10.1108/edi-02-2022-0046
Zohre Mohammadi, A. Bhati, E. Ng
PurposeThis paper charts the development of diversity research in hospitality and tourism (H&T) as a field of study. The authors are interested in how diversity has been studied, where diversity scholarship has been published, who are the leading diversity scholars and whether the scholars work has been influential. In addition, the authors identified the institutions and countries that contribute significantly to diversity scholarship in H&T.Design/methodology/approachThe authors draw from the Web of Science (WoS) Core Collection, Scopus and Australian Business Dean's Council (ABDC) Journal Quality List covering 109 journals to identify the relevant articles on workplace diversity in H&T. The authors conducted evaluative and relational bibliometric techniques to assess the prominence of diversity scholarship in the field.FindingsDiversity research in H&T did not gain traction until 2005. Using Equality, Diversity and Inclusion: An International Journal as a benchmark, the authors found that diversity research in H&T closely tracked the diversity topics in general organization and management literature. However, H&T lagged in race and ethnic, as well as gender identity research. A majority of diversity research is published in leading (top-ranked) journals, signifying the value of diversity scholarship in H&T. Hospitality journals published the most articles, while tourism journals reported the highest impact. Scholars based in the USA, China and the United Kingdom (UK) contributed the most diversity articles, but one researcher, Osman M. Karatepe (Turkey), stood out as the most productive and influential diversity scholar in H&T.Practical implicationsThe insights from this study aid H&T scholars in identifying trends and opportunities in diversity research, assessing the productivity and impact of various journals and databases, locating collaborative opportunities (through co-citations and highly productive and influential institutions and scholars) and benchmarking the scholars’ own work.Originality/valueGiven an absence of prior review and diversity research has only gained ground in the H&T literature since 2005, this bibliometric study offers a fossil record and documents the trajectory of diversity scholarship in H&T, identifies the scholars who are active in this area of research and highlights institutions and countries where diversity research is conducted.
本文概述了酒店与旅游(H&T)多样性研究的发展概况。作者感兴趣的是多样性是如何被研究的,多样性研究在哪里发表,谁是主要的多样性学者,以及这些学者的工作是否有影响力。此外,作者还确定了对H&T多样性奖学金做出重大贡献的机构和国家。设计/方法/方法作者从Web of Science (WoS)核心馆藏、Scopus和Australian Business Dean's Council (ABDC)期刊质量列表中选取了109种期刊,以确定H&T工作场所多样性的相关文章。作者采用了评价和相关文献计量学技术来评估多样性学术在该领域的突出地位。研究结果H&T的多样性研究直到2005年才获得关注。以《平等、多样性和包容:一份国际期刊》为基准,作者发现,人力资源管理领域的多样性研究与一般组织和管理文献中的多样性主题密切相关。然而,H&T在种族和民族以及性别认同研究方面落后。大多数多样性研究发表在领先(排名靠前)的期刊上,这表明了多样性奖学金在H&T的价值。酒店类期刊发表的文章最多,而旅游类期刊的影响最大。美国、中国和英国的学者贡献了最多的多样性文章,但土耳其的Osman M. Karatepe是H&T领域最多产、最具影响力的多样性学者。本研究的见解有助于H&T学者识别多样性研究的趋势和机会,评估各种期刊和数据库的生产力和影响,找到合作机会(通过共同引用和高生产力和有影响力的机构和学者),并对学者自己的工作进行基准测试。原创性/价值鉴于缺乏事先审查,多样性研究自2005年以来才在H&T文献中取得进展,本文献计量学研究提供了化石记录,并记录了H&T多样性学术的发展轨迹,确定了活跃于该研究领域的学者,并突出了开展多样性研究的机构和国家。
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引用次数: 1
The socio-cultural integration of immigrants in Germany: changes across generations 德国移民的社会文化融合:代际变化
Pub Date : 2022-12-14 DOI: 10.1108/edi-01-2022-0013
Eleftherios Giovanis, S. Akdede
PurposePrevious studies have used language proficiency, citizenship, labour indicators, educational outcomes and political rights as measures of migrants’ socio-cultural integration. However, little is known about the migrants’ participation in volunteering activities, music concerts, theatrical plays and artistic activities, among others, and how this is compared to the participation of natives, defined as people of German descent and born in Germany. The study aims to investigate and compare the cultural and social involvement between migrants and natives.Design/methodology/approachThe analysis relies on information from the German Socio-Economic Panel Survey (GSOEP). Panel data models, in particular, the random-effects ordered Logit model, are utilised because the investigated outcomes are recorded in frequency and are ordered variables. The authors compare the participation in socio-cultural activities among immigrants of the first, second and 2.5 generations.FindingsThe findings indicate that first-generation immigrants are less likely to engage in various socio-cultural activities. However, the 2.5 generation immigrants are more active than the native population, as this generation of immigrants participates more frequently.Social implicationsThe findings highlight the importance of fostering interaction between natives and immigrants in the workplace and the social and cultural realms. Participation in social and cultural activities may increase intercultural awareness and contribute to the eradication of bias and prejudice.Originality/valueTo the best of the authors’ knowledge, this is the first study to use a large panel dataset to compare the participation of natives and migrants in various social and cultural activities. In addition, this is the first study to analyse second and 2.5-generation immigrants.
目的:以前的研究使用语言能力、公民身份、劳工指标、教育成果和政治权利作为衡量移民社会文化融合程度的指标。然而,关于移民参加志愿活动、音乐会、戏剧和艺术活动等的情况,以及如何将其与本地人(定义为在德国出生的德国血统的人)的参与进行比较,所知甚少。该研究旨在调查和比较移民和本地人之间的文化和社会参与。设计/方法/方法该分析依赖于德国社会经济小组调查(GSOEP)的信息。使用面板数据模型,特别是随机效应有序Logit模型,因为调查结果以频率记录,并且是有序变量。作者比较了第一代、第二代和2.5代移民参与社会文化活动的情况。研究结果表明,第一代移民不太可能参与各种社会文化活动。然而,2.5代移民比本土人口更活跃,因为这一代移民参与的频率更高。社会意义研究结果强调了促进本地居民和移民在工作场所以及社会和文化领域互动的重要性。参加社会和文化活动可以提高对文化间的认识,有助于消除偏见和偏见。原创性/价值据作者所知,这是第一个使用大型面板数据集来比较本地人和移民在各种社会和文化活动中的参与情况的研究。此外,这是第一个分析第二代和2.5代移民的研究。
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引用次数: 0
Sexual misconduct reporting: the silencing effects of hegemonic masculinity 性行为不端报道:男性霸权的沉默效应
Pub Date : 2022-12-12 DOI: 10.1108/edi-07-2022-0179
Chelsie J. Smith, Kathryne E. Dupré, A. Dionisi
PurposeDrawing on hegemonic masculinity theory, this study provides evidence supporting how gender, race and sexual identity, may shape the rates of sexual misconduct reporting, by keeping those targets who traditionally enjoy positions of power (i.e. white, cisgender men) silent.Design/methodology/approachAcross 3,230 gender harassment, 890 sexual advance harassment and 570 sexual assault incidents that occurred within a traditionally masculine organization, the authors conducted tests of independence and hierarchical regression analyses to examine whether targets' social identity characteristics (i.e. sex, race, sexuality and gender alignment), predicted the reporting of sexual misconduct.FindingsAlthough reporting rates varied based on the type of incident, white men were less likely than their colleagues to report workplace sexual misconduct. In general, men were approximately half as likely as women to report. Lower rates of reporting were similarly seen among all white (vs BIPOC) targets and all cisgender and heterosexual (vs LGBT) targets, when controlling for other identity characteristics.Originality/valueResearch on sexual misconduct has largely privileged the experiences of (white, heterosexual) women, despite knowledge that men, too, can experience this mistreatment. This research broadens this lens and challenges the notion that sexual misconduct reporting rates are uniform across employee groups. By articulating how the pressures of hegemonic masculinity serve to silence certain targets – including and especially white, cisgender men – the authors provide means of better understanding and addressing workplace sexual misconduct underreporting.
目的:利用霸权男性理论,本研究提供了证据,支持性别、种族和性身份如何影响性行为不端报告的比例,通过让那些传统上享有权力的目标(即白人、顺性男性)保持沉默。设计/方法/方法研究了发生在传统男性组织中的3230起性别骚扰、890起性骚扰和570起性侵犯事件,作者进行了独立性测试和分层回归分析,以检验目标的社会身份特征(即性别、种族、性取向和性别一致性)是否预测了性行为不端的报告。尽管报告率因事件类型而异,但白人男性报告工作场所不当性行为的可能性低于同事。一般来说,男性报告的可能性大约是女性的一半。当控制其他身份特征时,在所有白人(相对于BIPOC)目标、所有顺性和异性恋(相对于LGBT)目标中,报告率也同样较低。原创性/价值性行为不端的研究在很大程度上优先考虑了(白人、异性恋)女性的经历,尽管人们知道男性也会经历这种虐待。这项研究拓宽了这一视角,并挑战了“性行为不端报告率在员工群体中是统一的”这一观念。通过阐明男性霸权的压力是如何使某些目标——尤其是白人、顺性男性——保持沉默的,作者提供了更好地理解和解决职场性行为不端漏报的方法。
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引用次数: 0
Falling short of equal opportunities for persons with disabilities in Trinidad and Tobago: evidence from Equal Opportunity Commission case files 特立尼达和多巴哥残疾人缺乏平等机会:来自平等机会委员会案件档案的证据
Pub Date : 2022-12-07 DOI: 10.1108/edi-06-2022-0146
B. Parey, Elisabeth L. Kutscher, Hannah Enightoola
PurposeThe purpose of the study is to examine if the existing legislative framework in Trinidad and Tobago supports equal opportunities and the achievement of fundamental human rights for persons with disabilities seeking to access education, employment, accommodations and goods and services.Design/methodology/approachData were collected from 105 complaints filed with Trinidad and Tobago's Equal Opportunity Commission from 2010 to 2021 regarding disability discrimination. The steps of constant comparison were used to analyse characteristics of each case, complainants' desired outcomes and the actual outcomes of the cases (i.e. withdrawn, closed, forwarded to conciliation or the Equal Opportunity Tribunal).FindingsAcross all cases, persons with disabilities desired access to unavailable services, opportunities for employment or an apology for emotional distress. Cases that were withdrawn reflected missed opportunities to address systemic issues, closed cases reflected a bounded process for redress, and cases advancing to conciliation or the Tribunal required documentation or support.Originality/valueThis study provides insights into how the current policy and its implementation miss opportunities to address discrimination at organisational and systemic levels. Specifically, cases revealed dominant/subordinate dynamics in society and a lack of transparency throughout the system. Authors provide recommendations for policy and systemic change, including addressing gaps in national legislation and adopting strong equality of opportunity and equality of well-being approaches.
这项研究的目的是审查特立尼达和多巴哥现有的立法框架是否支持寻求获得教育、就业、住宿和商品和服务的残疾人的平等机会和实现基本人权。设计/方法/方法收集了2010年至2021年期间向特立尼达和多巴哥平等机会委员会提交的105起关于残疾歧视的投诉的数据。不断比较的步骤用于分析每个案件的特点、申诉人期望的结果和案件的实际结果(即撤回、结案、转交调解或平等机会法庭)。在所有案件中,残疾人都希望获得无法获得的服务、就业机会或为情感困扰道歉。撤回的案件反映了失去了解决系统性问题的机会,结案的案件反映了补救程序有限,而进入调解或法庭的案件需要文件或支持。原创性/价值本研究深入探讨了现行政策及其实施如何错失了在组织和系统层面解决歧视问题的机会。具体而言,这些案例揭示了社会中的主导/从属动态以及整个系统缺乏透明度。作者为政策和系统变革提供了建议,包括解决国家立法中的差距,采取强有力的机会平等和福利平等方法。
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引用次数: 1
Health information seeking on social media: the diversification approach 在社交媒体上寻求健康信息:多样化方法
Pub Date : 2022-11-01 DOI: 10.1108/edi-12-2021-0309
D. Rosenberg, Rita Mano, Gustavo S. Mesch
PurposeInternet studies have rarely addressed gender and/or ethnic differences in health information seeking on social media. Moreover, the role of locality size in explanation of this phenomenon has been overlooked. This study proposed a diversification approach to address these issues. According to it, belonging to numerous disadvantaged groups increases the probability of health-related Internet/social media use.Design/methodology/approachThe data were collected via telephone survey. The sample consisted of 798 Israeli Internet users who reported using social media for any purpose, gender, ethnic affiliation and locality of residence. The data were analysed using a logistic regression technique.FindingsArab female social media users, who resided in small localities, were more likely than the other studied social groups to seek both non-medical and medical information on social media. Furthermore, Arab female social media users were found having the highest likelihood among all studied social groups to seek information regarding physical activity and medications on social media.Practical implicationsThe findings largely supported the diversification approach and signal a major need for a greater supply of public health information for members of minority groups, especially those residing in small localities.Originality/valueThe study investigates triple social disadvantage in health-related social media use.
目的:互联网研究很少涉及在社交媒体上寻求健康信息的性别和/或种族差异。此外,地区规模在解释这一现象中的作用一直被忽视。本研究提出了解决这些问题的多样化方法。根据该报告,属于众多弱势群体增加了与健康有关的互联网/社交媒体使用的可能性。设计/方法/方法数据是通过电话调查收集的。样本包括798名以色列互联网用户,他们报告使用社交媒体的目的、性别、种族归属和居住地。使用逻辑回归技术对数据进行分析。研究发现,居住在小地方的女性社交媒体用户比其他被研究的社会群体更有可能在社交媒体上寻求非医疗和医疗信息。此外,在所有被研究的社会群体中,阿拉伯女性社交媒体用户最有可能在社交媒体上寻求有关体育活动和药物的信息。实际意义研究结果在很大程度上支持多样化方法,并表明需要为少数群体成员,特别是居住在小地方的少数群体成员提供更多的公共卫生信息。独创性/价值该研究调查了与健康相关的社交媒体使用中的三重社会劣势。
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引用次数: 0
Organizational abortion support benefits in the post-Roe world: employee and employer perspectives 后roe案件世界的组织堕胎支持利益:雇员和雇主的观点
Pub Date : 2022-10-28 DOI: 10.1108/edi-08-2022-0209
Caren B. Goldberg, Ho Kwan Cheung
PurposeThe authors discuss the implications of the recent United States Supreme Court decision in Dobbs v. Jackson and its impact on employees and employers. Although several employers issued public statements regarding the provision of abortion-related benefits, the authors highlight some of the obstacles to their implementation.Design/methodology/approachWith a focus on employee wellbeing, the authors discuss the obstacles in implementing abortion care benefits.FindingsWhile it is encouraging to see many organizations make public statements in support of abortion rights, the authors temper their enthusiam with questions about practicality.Research limitations/implicationsBased on the research on hidden stigmas and the job demands-resources model, the authors argue that employees who need to use abortion-related benefits may be unlikely to seek them.Practical implicationsThe authors highlight some unanswered questions relating to the requesting and granting of abortion healthcare benefits.Social implicationsThe Dobbs decision takes away rights. While the authors applaud organizations’ efforts to restore them, facilitating access to an abortion in other states is quite complicated.Originality/valueAlthough abortions are very common, very little organizational research has addressed the topic. In light of the Dobbs v. Jackson decision, the paper raises some timely questions about employer-sponsored abortion healthcare.
作者讨论了最近美国最高法院在多布斯诉杰克逊案中判决的含义及其对雇员和雇主的影响。虽然一些雇主就提供与堕胎有关的福利发表了公开声明,但作者强调了实施这些声明的一些障碍。设计/方法/途径以员工福利为重点,作者讨论了实施堕胎护理福利的障碍。虽然看到许多组织发表公开声明支持堕胎权令人鼓舞,但作者们对实用性的质疑缓和了他们的热情。研究局限/启示基于对隐性耻辱和工作需求-资源模型的研究,作者认为,需要使用堕胎相关福利的员工可能不太可能寻求这些福利。实际意义作者强调了与请求和给予堕胎保健福利有关的一些悬而未决的问题。社会影响多布斯案的判决剥夺了权利。虽然作者赞扬组织为恢复堕胎所做的努力,但在其他州,方便堕胎是相当复杂的。原创性/价值虽然堕胎很常见,但很少有组织的研究涉及这个话题。鉴于多布斯诉杰克逊案的判决,这篇论文提出了一些关于雇主赞助的堕胎医疗保健的及时问题。
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引用次数: 0
A relational perspective of schizophrenia at work 精神分裂症在工作中的关系视角
Pub Date : 2022-10-18 DOI: 10.1108/edi-06-2022-0165
Afaf Khalid, Jawad Syed
PurposeDespite a plethora of research on diversity and inclusion, workplace-related issues pertaining to individuals with schizophrenia (SCZ) remain grossly underexplored. This paper seeks to develop a relational, multilevel perspective of issues and challenges faced by individuals with SCZ in the work and career.Design/methodology/approachThe research draws on the findings from in-depth, qualitative interviews with schizophrenic individuals, individuals’ family members, healthcare professionals and nongovernmental organization (NGO) representatives.FindingsThe findings highlight the interconnected nature of multilevel issues faced by schizophrenic individuals and indicate that at the societal level, social stigma, economic conditions and inadequate government policies are the key challenges faced by them. At the organizational level workplace support and job suitability and design affect individuals’ employment. At the individual level, self-stigma affects the employability in a negative way whereas personal motivation and resilience, family and social support and realization of illness are the facilitating factors.Originality/valueThe study adds to disability and diversity literature by developing a relational perspective that holistically captures the issues faced by schizophrenic individuals and suggests that the work and employment-related issues may be simultaneously addressed at multiple levels.
尽管对多样性和包容性进行了大量研究,但与精神分裂症患者(SCZ)相关的工作场所问题仍未得到充分探讨。本文旨在建立一个关系的、多层次的视角来看待SCZ个体在工作和职业中面临的问题和挑战。设计/方法/方法本研究利用对精神分裂症患者、患者家属、卫生保健专业人员和非政府组织(NGO)代表进行深入定性访谈的结果。研究结果强调了精神分裂症患者所面临的多层次问题的相互联系性质,并表明在社会层面上,社会耻辱,经济条件和政府政策不足是他们面临的主要挑战。在组织层面,工作场所支持、工作适宜性和设计影响个人的就业。在个体层面上,自我耻辱感对就业能力有负面影响,而个人动机和适应能力、家庭和社会支持以及疾病的实现是促进因素。原创性/价值本研究通过发展一种整体捕捉精神分裂症个体面临的问题的关系视角,增加了残疾和多样性文献,并建议工作和就业相关问题可以在多个层面同时解决。
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引用次数: 2
Stifled from the start: biased allocation of developmental opportunities and the underrepresentation of lesbian women and gay men in leadership 从一开始就被扼杀:对发展机会的不公正分配,以及男女同性恋者在领导层中的代表性不足
Pub Date : 2022-10-17 DOI: 10.1108/edi-05-2022-0120
Jennica R. Webster, G. Adams
PurposeThe goal of this study was to help explain the underrepresentation of lesbian women and gay men (LG) in senior leadership positions by examining bias in the allocation of developmental opportunities (sponsorship/coaching and challenging work assignments). It further sought to test stigma-by-association as one reason for the biased allocation of developmental opportunities.Design/methodology/approachAn online experimental vignette study (N = 273) using a 2 (target gender: male vs female) by 2 (sexual orientation: LG vs heterosexual) design was conducted.FindingsLG workers were less likely to be allocated developmental opportunities than heterosexual workers overall and relative to their same-sex heterosexual counterparts. Further, lesbian women were least likely to be allocated developmental opportunities. These effects also operated indirectly via participants concerns about stigma-by-association.Originality/valueSexual orientation and gender identity minority workers remain underrepresented in senior leadership positions and oftentimes despite having better objective qualifications. Research has begun examining bias in leader selection. This study, however, directs attention to the biased allocation of developmental opportunities which make one competitive for senior leadership positions and occur prior to leader selection. In doing so, the authors provide a baseline understanding of an important reason why LG might be underrepresented in leadership positions.
目的本研究的目的是通过考察发展机会(赞助/指导和挑战性工作任务)分配中的偏见,帮助解释女同性恋和男同性恋在高级领导职位上的代表性不足。它进一步试图检验联想污名是发展机会分配有偏见的一个原因。设计/方法/方法采用2(目标性别:男性vs女性)× 2(性取向:LG vs异性恋)设计的在线实验小插图研究(N = 273)。研究发现,与异性恋工作者相比,同性恋工作者总体上获得发展机会的可能性更小,与同性异性恋工作者相比也是如此。此外,女同性恋者获得发展机会的可能性最小。这些影响还通过参与者对联想污名的担忧间接起作用。独创性/价值性取向和性别认同的少数员工在高级领导职位上的代表性仍然不足,尽管他们往往具有更好的客观资格。研究已经开始考察领导者选择中的偏见。然而,这项研究将注意力集中在发展机会的偏见分配上,这使得一个人在高级领导职位上具有竞争力,并且发生在领导者选择之前。在此过程中,作者对LG在领导职位中代表性不足的重要原因提供了一个基本的理解。
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Equality, diversity and inclusion : an international journal
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