“Do not desire to fit in. Desire to oblige yourselves to lead.” – Gwendolyn Brooks
Celebrando Hispanic Heritage Month – September 29, 4:00pm PT – 5:00pm PT
To celebrate Hispanic Heritage Month (September 15- October 15), we are hosting an open-lab event to discuss the history of Hispanic Heritage Month and a recent empirical article by Marin et al. (2021) focused on the Hispanic community.
Empirical Article: Marín, L. S., Barreto, M., Montano, M., Sugerman-Brozan, J., Goldstein-Gelb, M., & Punnett, L. (2021). Workplace sexual harassment and vulnerabilities among low-wage hispanic women. Occupational Health Science, 5(3), 391-414.
Racial Microaggressions in the Workplace – May 5, 4:00pm PT – 5:00pm PT
Microaggressions are anything but micro — they are defined as “brief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative slights and insults to marginalized individuals and groups.” Racial microaggressions are constant stings and barbs. They negatively impact job satisfaction, self-esteem, and physical/mental health issues of minority employees.
In May 5th’s lab, we will be discussing two focal articles about the occurrence and impact of microaggressions on minority women in the workplace.
This article demonstrates how “not seeing color” prevents one from acknowledging subtle racial workplace discrimination:
Offermann, L. R., Basford, T. E., Graebner, R., Jaffer, S., De Graaf, S. B., & Kaminsky, S. E. (2014). See no evil: Color blindness and perceptions of subtle racial discrimination in the workplace. Cultural Diversity and Ethnic Minority Psychology, 20(4), 499. https://doi.org/10.1037/a0037237
This article discusses the consequences of the “model minority” perception on recognizing racial microaggressions toward Asian Americans:
Kim, J. Y., Block, C. J., & Yu, H. (2021). Debunking the ‘model minority’ myth: How positive attitudes toward Asian Americans influence perceptions of racial microaggressions. Journal of Vocational Behavior, 131, 103648. https://doi.org/10.1016/j.jvb.2021.103648
Amplifying Black Women in the Workplace – February 24, 4:00pm PT – 5:00pm PT
Did you know that over 30% of employed Black women work in the management, business, professional and related workforce? The women of the Worker Wellbeing lab will be highlighting these professionals in organizations. Join us to discuss literature, research, and personal experiences surrounding Black women in the workplace.
In February 24th’s lab, we will be discussing two focal articles featuring Ashleigh Shelby Rosette. Dr. Rosette’s research focuses on the intersection of leadership, gender, and race. She is one of the most decorated teachers in the history of Duke University’s Fuqua School of Business and is currently the Senior Associate Dean of Executive Programs at Duke. Please join us to discuss her work! In preparation, we recommend reading the following articles. Both publications are available via the Claremont Library system.
This article investigates how agentic biases may hinder women’s progression to leadership positions:
Rosette, A. S., Koval, C. Z., Ma, A., & Livingston, R. (2016). Race matters for women leaders: intersectional effects on agentic deficiencies and penalties. The Leadership Quarterly, 27(3), 429–445. https://doi.org/10.1016/j.leaqua.2016.01.008
This article spans four experiments looking at whether race is a component of the typical leader prototype:
Rosette, A. S., Leonardelli, G. J., & Phillips, K. W. (2008). The white standard: racial bias in leader categorization. The Journal of Applied Psychology, 93(4), 758–77. https://doi.org/10.1037/0021-9010.93.4.758