Employees are often concerned that they are being judged or stereotyped based on their demographics, and their job performance and work attitudes are often negatively affected. This perceived stereotype threat may be eliminated if actively confronted by organizational leaders using training or affirmation, rather than being passively ignored and allowed to fester.
It’s a well-known fact that gender stereotyping has historically played a role in organizational leadership selection. But a new study suggests that job candidates who do not fit the stereotypical mold are viewed more objectively, resulting in more fair decisions during the selection process. The research suggests that exposure to those that break the stereotypical mold can also provide inspiration for other women.
Diversity in the workplace has become an increasingly important topic in recent years. A new study examines the draw of diversity during the hiring process, with a focus on how a prospective employee’s perception of an organization’s diversity climate may ultimately affect their interest in pursuing a given job.
Gender diversity in the workplace can fuel insight and creativity. But how do you avoid conflict? New research shows that department managers can maximize the advantages of gender diversity and minimize conflict by establishing a Climate for Inclusion, which means employees are treated fairly, valued, and allowed to weigh in on core decisions.
Studies show that diversity within organizations can lead to both positive and negative outcomes. The study detailed in “A meta-analytic evaluation of diversity training outcomes” suggests that diversity training– a course of instruction aimed at increasing the participants’ cultural awareness, knowledge, and skills in order to benefit an organization– plays a key role in determining the impact diversity has on the company.
Many organizations may not realize that their recruitment websites provide diversity cues about their company culture. Research looks at how Black and White viewers process the information they see. The findings might surprise you.
Conventional wisdom would tell you that age diversity in the workplace is a bad thing. It can be costly and leads to communication difficulties, as well as value conflicts. However, there are important benefits to an age diverse workforce that can strengthen your organization, provided work is structured in a way that allows creative solutions to business problems.
When we discuss a glass ceiling, we are usually thinking of women. But non-native speakers face similar workplace discrimination. Surprisingly, neither conventional racism nor anticipated problems with communication or collaboration ability are to blame. A new study explains the unexpected misperception that leads to this type of discrimination.
Topic: Diversity Publication: Personnel Psychology (Winter 2012) Article: Crossing the threshold: The spillover of community racial diversity and diversity climate to the workplace Authors: B. R. Ragins, J. A. Gonzalez, K. Ehrhardt, & R. Singh Reviewed by: Alexandra Rechlin Organizations are looking to increase diversity in the workplace, and the
Topic: Diversity Publication: Journal of Cross-Cultural Psychology (SEP 2010) Article: Ethnic Diversity as a Multilevel Construct : The Combined Effects of Dissimilarity, Group Diversity, and Societal Status on Learning Performance in Work Groups Authors: Felix C. Brodbeck, Yves R. F. Guillaume and Nick J. Lee Reviewed By: Nupur Deshpande What