Inhalt: Racism in the workplace occurs at both the interpersonal and institutional level in terms of prejudiced attitudes and behaviours and avoidable and unfair differences in hiring, retention and opportunities for training and promotion. Many organisations have stated commitments to workforce diversity; however, work-related racism remains the most common forms of reported discrimination. Rather, efforts to increase workforce diversity will fail in the absence of measures to address discriminatory attitudes, behaviours, practices and cultures. Current approaches also lack strategic development, including knowledge of how to implement workforce diversity and anti-racism strategies at multiple organisational levels. Specifically, there is less understanding of measures to support structural level change. This article aims to advance both theoretical and empirical understanding of racism and anti-discrimination in the workplace. We do this by presenting a multi-level framework for understanding and addressing workplace racism. We also study the implementation of a meso-level workplace diversity and anti-discrimination assessment within two local government organisations in Australia. Findings revealed the importance of implementing strategies across multiple organisational levels and establishing accountability for commitments to diversity and anti-racism practice. Despite its structural and universal drives, we argue that racism can be disrupted through the presence of diversity in the workplace and anti-racism intervention.
Quelle: Am Sociol Rev (American Sociological Review), (2023)
Inhalt: How does higher education shape the Black-White earnings gap? It may help close the gap if Black youth benefit more from attending and completing college than do White youth. On the other hand, Black college-goers are less likely to complete college relative to White students, and this disparity in degree completion helps reproduce racial inequality. In this study, we use a novel causal decomposition and a debiased machine learning method to isolate, quantify, and explain the equalizing and stratifying roles of college. Analyzing data from the NLSY97, we find that a bachelor’s degree has a strong equalizing effect on earnings among men (albeit not among women); yet, at the population level, this equalizing effect is partly offset by unequal likelihoods of bachelor’s completion between Black and White students. Moreover, a bachelor’s degree narrows the male Black-White earnings gap not by reducing the influence of class background and pre-college academic ability, but by lessening the “unexplained” penalty of being Black in the labor market. To illuminate the policy implications of our findings, we estimate counterfactual earnings gaps under a series of stylized educational interventions. We find that interventions that both boost rates of college attendance and bachelor’s completion and close racial disparities in these transitions can substantially reduce the Black-White earnings gap.
University housing reinforces the negative relationship between interpersonal violence, psychological distress, and suicidality in undergraduates, particularly among gender diverse students
Autor/in:
Heller, Abigail T.; Berg, Sergey S.; Prichard, J. Roxanne
Quelle: Journal of American College Health, 71 (2023) 1, S 102–110
Inhalt: OBJECTIVE
To compare academic and mental health outcomes across diverse gender identities in the context of interpersonal violence and campus housing.
PARTICIPANTS
45,549 students from 124 self-selected post-secondary institutions.
METHODS
Various academic and health measures from the National College Health Assessment Spring 2017 dataset were analyzed for differences across five gender identities (cis women, cis men, transwomen, transmen, and genderqueer students), and two housing categories (university housing and non-university housing).
RESULTS
When compared to cisgender peers, gender diverse students reported greater experiences of interpersonal violence and higher levels of negative academic and mental health outcomes. Living in university housing was associated with an increase in these disparities.
CONCLUSIONS
University housing, which usually reinforces fixed gender binaries, is associated with worse outcomes for gender diverse students. These data can help higher education institutions better understand and address problems that disproportionately impact transgender and gender diverse students, who represent a growing demographic.
The persistence of sexism and racism at universities - Dissertation
Autor/in:
Guschke, Bontu Lucie
Quelle: (PhD series / Copenhagen Business School, 6), 2023, First edition. 378 S
Inhalt: This PhD dissertation investigates the reproduction of sexist and racist harassment and
discrimination in workplaces at Danish universities. It contributes to feminist organization
studies by exploring: (1) How does the dis/organization of Danish universities enable the
reproduction of inequalities, specifically in form of sexist and racist harassment and
discrimination? (2) What allows sexist and racist workplace harassment and discrimination to be
reproduced both on an institutional-structural and an interactional-individual level? (3) How are
sexist and racist harassment and discrimination reproduced intersectionally, and what is distinct
in how they are reproduced?
Data from the Danish university context provides the empirical basis for the study. The author
conducted in-depth interviews with academic faculty at all eight Danish universities. Interviewees
were not required to have personal experiences with harassment and discrimination. An
approach of anti-narrative research operationalized through embodied queer listening was
developed and used in both data generation and analysis to methodologically acknowledge and
engage with the interviewees’ vulnerabilities as well as autonomy in relation to organizational
norms and power structures. It further allowed engaging with both discursive and affective
aspects of data generation and analysis.
The findings of the study are structured in six analytical chapters. These outline (I) contextual
mechanisms within the Danish academic system that facilitate harassment and discrimination,
(II) the unspeakability of racism when speaking of harassment and discrimination, (III) the
imperceptibility of harassment, that is, how harassment often becomes affectively noticed before
becoming named as such, (IV) ten (de)legitimization strategies that allow harassment and
discrimination to persist, (V) expectations in how to speak up about harassment experiences, and
finally (VI) insights on the reporting process and its challenges.
Zwischen Wertschätzung und Diskriminierung : Umgang mit Vielfalt am Campus
Autor/in:
Sommer, Elisabeth; Thiessen, Barbara
Quelle: Diversität und Diskriminierung. Mina Mittertrainer (Hrsg.), Kerstin Oldemeier (Hrsg.), Barbara Thiessen (Hrsg.), Wiesbaden: Springer Fachmedien. 2023, S 105–123
Gender and underrepresented minorities differences in research funding
Autor/in:
Cruz-Castro, Laura; K. Ginther, Donna; Sanz-Menéndez, Luis
Quelle: Handbook of Public Funding of Research. Benedetto Lepori (Hrsg.), Ben Jongbloed (Hrsg.), Diana Hicks (Hrsg.), Edward Elgar Publishing. 2023, S 279–300
Inhalt: This review is about the relationship between research funding allocation, gender and underrepresented minorities (URM). Research on gender and URM disparities in research funding is relevant as it speaks directly to the unexplained gaps in career advancement by illuminating potential effects of gender, race and ethnicity characteristics on productivity, reputation and compensation, offering potential explanations for the distribution of other types of organizational resources and career opportunities. The allocation of research funding is generally performed by the funding bodies, and it has been traditionally expected to operate under some values and principles shared by the science community such as merit-based allocations and equity and not be based on any ascriptive feature of the individuals, like gender, race or ethnicity. Additionally, social and policy pressures for the adoption of other social values exist, such as gender and race equality, or more generally, the observation of non-discriminatory practices. Despite the abundant literature on gender inequality in academia (see Ceci et al. 2014 for a review) and much less regarding URM (National Center for Science and Engineering Statistics 2021; Bernard and Cooperdock 2018), research remains largely inconclusive as to whether disparities are mainly the result of structural differences, self-selection or the effect of different types or discrimination or bias during the review and allocation processes. We will argue that there are analytical gaps as well as methodological challenges that should be addressed in order to increase the robustness of research on this topic.
The scope of this review refers to the recent situation of research funding in various countries and agencies with a focus on gender and URM disparities. It also tries to assess the changing trends. We consider research funding allocation as a process and at each phase there are factors that lead to disparities in funding outcomes across groups. Adopting this type of dynamic perspective means that cumulative effects play a relevant role. We focus on grant funding and not on baseline funding allocated through, for instance, hiring. We do not cover issues related to how research funding supports careers since this is addressed in Melkers, Woolley and Kreth (Chapter 18 in this Handbook). Furthermore, given the complexity and specificity of research funding allocation practices across agencies and countries, their variations and their context dependent effects, we do not discuss funding agency policies designed to provide a more equitable allocation of funding.
Schlagwörter:Ethnicity; Gender; gender differences; minority; Minority Group; race; research funding
CEWS Kategorie:Diversity, Wissenschaft als Beruf, Geschlechterverhältnis
Belonging and loneliness as mechanisms in the psychological impact of discrimination among transgender college students
Autor/in:
Wilson, Laura C.; Liss, Miriam
Quelle: Journal of LGBT Youth, 20 (2023) 3, S 705–723
Inhalt: Although research has consistently shown that individuals who identify as transgender have increased rates of mental health difficulties compared to their cisgender peers, less is known about the psychological mechanisms that convey this heightened risk. The data analyzed here were collected through the Wake Forest Well Being Assessment, which was conducted at 28 U.S. colleges and universities. The sample included 372 transgender college students who completed measures of discrimination, belonging, loneliness, depression, and anxiety. The results demonstrated an indirect association such that participants who reported more domains of discrimination reported lower belonging, which was associated with greater loneliness, which was associated with greater depression and anxiety. Ultimately, the findings of the present study provided further support of the psychological mediation model and can be used to inform interventions.
Intersectionality and Science and Technology Studies
Autor/in:
Grzanka, Patrick R.; Brian, Jenny Dyck; Bhatia, Rajani
Quelle: Science, Technology & Human Values, (2023)
Inhalt: Over the past 30 years, intersectionality has become a nearly ubiquitous framework for understanding, critiquing, and intervening in complex social inequalities. Emerging from critical race and feminist studies, intersectionality has many shared analytic priorities with science and technology studies (STS), including an emphasis on co-emergent social forces, historical contingency, and interventions that challenge and enhance knowledge production. Despite these shared affinities, STS and intersectionality remain largely non-overlapping scholarly discourses. Based on a systematic review of intersectionality in eight STS journals, we observe a slight increase in intersectionality’s usage over time but find that its relevance is contained largely to venues outside of the STS mainstream. Our study identifies some ways STS scholars have modeled intersectionality’s responsible use through citation practices, methodological integration, and normative claims about justice/injustice. We also consider what epistemic exclusion of intersectionality might foreclose. We argue that increased use of intersectionality would amplify engagement with justice in STS work not only by introducing new questions and theoretical frames but also opening possibilities for new interdisciplinary formations. This is not simply an argument for greater inclusion of a term, but rather for transformation in epistemic accountability to feminist studies and other social justice-oriented fields.
Racial Profiling bei Polizeikontrollen : Indizien aus dem SVR-Integrations-barometer
Autor/in:
Müller, Maximilian; Wittlif, Alex
Quelle: Sachverständigenrat für Integration und Migration; (SVR-Policy Brief, 2023-3), 2023.
Inhalt: Über diskriminierende Praktiken der Polizei wie das sogenannte Racial Profiling wird in Deutschland seit einigen Jahren diskutiert – wenn auch ohne eine belastbare, statistische Datengrundlage. Der wissenschaftliche Stab des Sachverständigenrats für Integration und Migration (SVR) hat nun anhand einer bundesweiten repräsentativen Umfrage erstmals den Zusammenhang zwischen wahrgenommener phänotypischer Differenz und Polizeikontrollen für Deutschland untersucht. Die Ergebnisse zeigen: Als ausländisch wahrgenommene Befragte werden etwa doppelt so häufig von der Polizei kontrolliert als solche, auf die das nicht zutrifft.
Für den Policy Brief wurden Daten aus dem SVR-Integrationsbarometer 2022 ausgewertet. Für die vierte bundesweite repräsentative Erhebung wurden zwischen Ende November 2021 und Anfang Juli 2022 insgesamt 15.005 Personen mit und ohne Migrationshintergrund befragt.
Inhalt: Deliverable 2.6 is the Policy Brief INSPIRE vision. A scientific literature review has been carried out for each of the main thematic areas of the project complemented by one report on data monitoring. This policy brief builds on the scoping reviews, as well as on a collaborative process started during the second project meeting in Ljubljana in June 2023 among Consortium members and the INSPIRE Advisory Board. It aims to:
Provide conceptual clarity in this field by making an explicit distinction between an "inclusive" approach and an "intersectional" approach to gender equality policies and plans.
Provide a brief summary of what is known about inclusive gender equality policies and plans in the four thematic areas: sustaining change, widening participation, intersectionality and innovation in order to build up the knowledge gap.
Distil some key policy recommendations derived from this knowledge base.
Schlagwörter:Communities of Practice; Diversity; equality; gender equality plan; inclusion; Inclusive Gender Equality; intersectional; participation; participatory active research; Processes; research and innovation; Social Justice; structural change