Understanding and addressing Islamophobia in organizational settings

2017 ◽  
Vol 13 (3) ◽  
pp. 134-150
Author(s):  
Leslie E. Sekerka ◽  
Marianne Marar Yacobian
Keyword(s):  
Moral Courage ◽  
Workplace Discrimination ◽  
Social Implications ◽  
Ethical Challenge ◽  
Content Type ◽  
Race And Gender ◽  
The Usa ◽  
And Gender ◽  
Organizational Scholarship ◽  
Public Leaders

Purpose The purpose of this paper is to call to public leaders to exercise moral courage in choosing to understand and address phobic biases and prejudicial attitudes toward Muslims in the workplace. With reference to developments in the USA, workplace discrimination is framed as an ethical issue, with Islamophobia viewed as a rapidly growing concern. Design/methodology/approach This work is a practical application of existing theory and research in positive organizational scholarship to address the concern of workplace discrimination; specifically Islamophobia. Propositions are developed to depict how public leaders can address Islamophobia and other forms of discrimination by role modeling moral courage. Findings The findings show that Islamophobia is an ethical challenge for public leaders, one that can begin to be addressed by exercising character strength that promotes tolerance, civility, and respect. This proactive approach will enable public leaders to serve as pillars of openness, inclusion, and thoughtful regard for others, regardless of organizational members’ faith or culture. Social implications The social implications are to encourage discourse among global public leaders, prompting awareness and concern for Islamophobia and promoting more informed paths for productive scholarship. Originality/value Studies of workplace discrimination typically focus on race and gender, with few considering how Muslims face increasing Islamophobia. This work adds value to the existing literature by explicitly encouraging public leaders to respond, rather than react, to discrimination with moral competency.

Employee voice and perceived attractiveness: are less attractive employees ignored in the workplace?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Andrew R. Timming ◽  
Chris Baumann ◽  
Paul Gollan
Keyword(s):  
Physical Attractiveness ◽  
Design Methodology ◽  
Workplace Discrimination ◽  
Employee Voice ◽  
Moderating Effects ◽  
Content Type ◽  
Race And Gender ◽  
And Gender ◽  
Main Effects ◽  
Physically Attractive

PurposeThe paper aims to examine the effect of employees' perceived physical attractiveness on the extent to which their voices are “listened to” by management.Design/methodology/approachUsing an experimental research design, the paper estimates main effects of employee attractiveness and possible moderating effects of employee race and gender as well as the gender of their “managers.”FindingsThe results suggest that, with few exceptions, more physically attractive employees are significantly more likely to have their suggestions acted upon by managers than less attractive employees, pointing to a powerful form of workplace discrimination. This finding holds across races, with more attractive white, black, and Asian employees exerting a more impactful voice than their less attractive counterparts, although the moderation appears to be stronger for whites than ethnic minorities.Research limitations/implicationsThe results have important implications for the extant literatures on employee voice, diversity and discrimination.Originality/valueThis is among the first studies to demonstrate that less attractive employees suffer from an “employee voice deficit” vis-à-vis their more attractive counterparts.

Cohort Contributions to Race- and Gender-Specific Trends in the Incidence of Hepatocellular Carcinoma in the USA

2017 ◽  
Vol 42 (3) ◽  
pp. 835-840 ◽  
Author(s):  
Eliza W. Beal ◽  
Dmitry Tumin ◽  
Ali Kabir ◽  
Dimitrios Moris ◽  
Xu-Feng Zhang ◽  
...  
Keyword(s):  
Hepatocellular Carcinoma ◽  
Race And Gender ◽  
The Usa ◽  
And Gender ◽  
Gender Specific

scholarly journals Notes on Race and Gender in the USA: Women’s Rights

2020 ◽  
Vol 32 (2) ◽  
pp. 163-179
Author(s):  
Prisca Castanyer
Keyword(s):  
Women's Rights ◽  
Women’S Rights ◽  
Race And Gender ◽  
The Usa ◽  
Violencia Domestica ◽  
And Gender

Ésta es la segunda de varias notas multidisciplinares con un objetivo en común: describir el panorama general de los derechos de la mujer en los Estados Unidos de América. Para ello, presentaremos datos estadísticos de varios estudios y del censo de los Estados Unidos. Examinaremos los derechos de la mujer en general en los Estados Unidos, comparando los datos de este país a nivel global en materias como la mortalidad materna, el matrimonio de menores de edad, los permisos de maternidad, la violencia doméstica y el asalto sexual. Desafortunadamente, esta nota mostrará que los Estados Unidos de América no está a la altura de otros países desarrollados en términos de igualdad de género, lo que se traduce en importantes repercusiones a nivel socio-económico tanto a corto como a largo plazo para la mujer en general. La primera nota se centró en la persistencia la pobreza en base a raza y género en los Estados Unidos de América. Próximas notas lo harán en los derechos reproductivos de la mujer, siempre teniendo en cuenta la importancia de la interseccionalidad en la sociedad norteamericana.

Trust-culture leadership in local public administrators’ work

2018 ◽  
Vol 14 (4) ◽  
pp. 260-273 ◽  
Author(s):  
Matthew R. Fairholm ◽  
Michael K. Dzordzormenyoh ◽  
Godlove A. Binda
Keyword(s):  
Local Government ◽  
Design Methodology ◽  
Local Level ◽  
Qualitative Interviews ◽  
Public Administrators ◽  
Content Type ◽  
Public Leadership ◽  
Public Managers ◽  
The Usa ◽  
Public Leaders

Purpose Trust and culture are common themes in leadership literature and research. The purpose of this paper is it to describe an emergent model of trust-culture leadership from the comments of local government managers in the USA. The environment of local government requires a level of trust between government and citizens. Comments from local government managers suggest trust is also a component of leading public organizations. The elements of the model culled from practical insights serve to both verify and elucidate much of what is found in leadership theory in a local government context. Design/methodology/approach This research is based on qualitative interviews of practicing local government managers coupled with an analysis of essays on leadership also written by local government managers. Findings The research indicates eight elements of a model divided into three categories (descriptions of leadership in practice, tools and behaviors, and approaches to followers) that help to both describe and perhaps prescribe the work of trust-culture leadership in a local government context. Originality/value While some of what is summarized below is found in leadership literature already, the fact that these elements of leadership are intuitive to local government managers and internalized in their practice is significant. Linking both trust and culture in leadership literature is limited, and linking them both to the practical insights of public managers is even more unique. The findings verify that public leaders at the local level actually engage in leadership of a particular sort, that of trust-culture leadership. It highlights the priority of trust in local government administration. The elements of the model serve to offer public managers specific things to focus on to promote trust-culture leadership and suggest to public leadership scholars specific avenues for further investigation.

Performance evaluations and junior auditors’ attitude to audit behavior: a gender and culture comparative study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sandra Khalil ◽  
Rabih Nehme
Keyword(s):  
Performance Appraisal ◽  
Statistical Tests ◽  
Developed Countries ◽  
Developed Country ◽  
Content Type ◽  
The Usa ◽  
And Gender ◽  
Internship Programs ◽  
Educational Path ◽  
The Impact

Purpose The purpose of this paper is to shed light on factors leading to unethical acts committed by auditors from a cultural and gender perspectives. It investigates differences in junior auditors’ attitudes towards audit behavior when a performance evaluation (PE) is anticipated. The objective of this study is to aid academicians and audit executives in developing new models of PE and internship programs that should mitigate dysfunctional behavior. Design/methodology/approach A survey adapted from Big Four companies’ performance appraisal templates was administered to junior accountants who have completed their internship programs and their external audit course at accredited universities in Lebanon and the USA. Several statistical tests were conducted to analyze the relationship between the different variables. Findings This paper shows how PE affects junior auditors’ attitudes to dysfunctional audit behavior (DAB). From a cultural standpoint, American auditors express more negative views towards DAB than their Lebanese counterparts. This paper also demonstrates that female auditors are less inclined towards DAB than male auditors. Originality/value Previous studies on the topic have been mostly conducted in developed countries with a scarcity of studies examining multiple countries. This study focuses on two different cultural contexts, a developed country, the USA and an emerging country, poorly represented in the literature, Lebanon. This paper also observes variances between male and female auditors in DAB when expecting a PE. The originality of this paper stems from its concurrent examination of the impact of gender and culture on DAB by using a sample of less-experienced auditors at the end of their educational path.

A double whammy effect of ethnicity and gender on consumer responses to management level service failures

2016 ◽  
Vol 27 (3) ◽  
pp. 339-359 ◽  
Author(s):  
Laurie Wu ◽  
Rachel Han ◽  
Anna S Mattila
Keyword(s):  
Gender Stereotypes ◽  
Service Management ◽  
Occupational Status ◽  
Role Congruity Theory ◽  
Content Type ◽  
Management Level ◽  
Service Failures ◽  
The Usa ◽  
And Gender ◽  
Ethnicity And Gender

Purpose – Existing research on demographic stereotypes of employees suggests that ethnicity and gender are important determinants of consumer perceptions and behaviors. Based on the Stereotype Content Model and the Role Congruity Theory, the purpose of this paper is to examine the effect of ethnicity and gender stereotypes on management-level service failures in a US context. Design/methodology/approach – Adopting a 2 (ethnicity: Caucasian vs Hispanic) × 2 (gender: male vs female) between-subjects design, two studies were conducted with US consumers to test whether a double whammy effect of ethnicity and gender exists for management-level, but not line-level, service failures. Findings – The results of this study suggest that Hispanic female managers suffer from a double whammy effect due to ethnic and gender-based stereotyping in the USA. Furthermore, the findings indicate that the serial mediation via competence perceptions and blame attributions are the underlying psychological mechanism of this effect. As predicted, occupational status functions as a boundary factor to the double whammy effect. Originality/value – The findings of this paper contribute to the service management literature by examining the role of demographic characteristics in influencing US consumers’ responses to management-level service failures.

Centering community in COVID-19 responses: refugee women's livelihoods in a global pandemic

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lara-Zuzan Golesorkhi ◽  
Grace Fortson ◽  
Katherine Harder ◽  
Trevor Riedmann
Keyword(s):  
Original Data ◽  
Social Implications ◽  
Ethnographic Research ◽  
Content Type ◽  
Limited Mobility ◽  
Refugee Women ◽  
Lack Of Information ◽  
Global Pandemic ◽  
Research Interviews ◽  
And Gender

PurposeThe purpose of this commentary is to share preliminary findings from our ethnographic research on refugee women's livelihoods during the COVID-19 pandemic in Portland, Oregon (USA), and to highlight the significance of community efforts in providing gender-responsive measures that address the specific needs and challenges of refugee women.Design/methodology/approachThis commentary draws on a mixed-method approach, including ethnographic research (interviews and observations) as well as an analysis of emerging research on the social implications of COVID-19 in the fields of migration and gender.FindingsRefugee women's livelihoods have been impacted by the COVID-19 pandemic in various specific ways: from losing jobs and healthcare to becoming essential workers and assuming additional caretaker roles, to finding oneself again in unprecedented situations of limited mobility and social isolation. These impacts have been informed by restricted access to resources and services, lack of information about resources and services, and paramount fear due to ever-changing policy. Based on interviews and observations the authors conducted, they find that in many ways, community efforts have addressed the specific needs and challenges of refugee women in the absence of gender-responsive COVID-19 measures across institutional levels and policy areas.Originality/valueIn this commentary, the authors present original data from their ethnographic research on a particularly marginalized, yet resilient population: refugee women. By centering refugee women's experiences, the authors highlight the lack of gender-responsiveness in COVID-19 measures and provide insights into social implications of COVID-19 that often remain overlooked and understudied in discourse and politics.

Why are bathrooms inclusive if the stacks exclude?

2020 ◽  
Vol 48 (1) ◽  
pp. 159-181 ◽  
Author(s):  
Travis L. Wagner ◽  
Archie Crowley
Keyword(s):  
Academic Libraries ◽  
Academic Library ◽  
Well Being ◽  
Academic Librarians ◽  
Social Implications ◽  
Content Type ◽  
Gender Nonconforming ◽  
Exclusionary Practices ◽  
And Gender ◽  
Practical Implications

Purpose The purpose of this paper is to deploy a critical discourse analysis (CDA) to consider exclusionary practices enacted by academic libraries as evidenced through resource provision. Specifically, this paper looks at the inclusion of trans and gender-nonconforming (TGNC) individuals in library guides, TGNC naming practices in abstracts and the physical shelving of transgender studies texts. This paper concludes with a discussion of methods to overcome such exclusionary practices in the future. Design/methodology/approach This paper deploys CDA as informed by queer theory, affording a lens to consider how language and information are structured such that particular power dynamics emerge placing symbolic value on discursively normal identities. CDA helps illuminate when, how and why TGNC individuals remain excluded within academic librarianship practices. Findings Findings show continued investments in heteronormative and cisnormative structures concerning information provision and access for TGNC patrons. TGNC patrons using library guides consistently fail to see any mentioned made of their respective identities aside from research about their identities. Patrons seeking information of personal value (i.e. coming out resources) find few resources. Further, library stacks and databases enact consistent microaggressions such as fetishizing, deadnaming and misgendering. Research limitations/implications This project contains considerable social implications, as it pushes against a continued recalcitrance on the part of academic libraries to invest in neutrality by showing its failures regarding TGNC persons. Practical implications This study possesses a considerable set of practical implications and highlights tangible problems that could be addressed with relative ease by academic librarians through either systemic reorganization of information or TGNC patrons. Alternatively, this work also suggests that if such reformations are not possible, academic librarians can take it upon themselves to call attention to such issues and purposefully mark these failings, thus making it clear that it is a current limitation of how libraries function and invite patrons (both cisgender and transgender) to challenge and change these representations through research and advocacy. Social implications This project contains considerable social implications as it pushes against a continued recalcitrance on the part of academic libraries (and librarianship more broadly) to invest in neutrality. This study contests the idea that while possessing neutrality academic libraries also posit themselves as inherently good and inclusive. By showing the violence that remains enacted upon transgender and gender nonconforming folks through multiple venues within the academic library, this study makes clear that statements of negativity are thrust onto TGNC patrons and they remain excluded from an institution that purports to have their well-being as one of its core values. Originality/value The deployment of CDA within information science is still a relatively new one. While linguists have long understood the multiplicity of discourse beyond language, the application of this method to the academic library as a discursive institution proves generative. Furthermore, the relationship between academic libraries and their LGBTQ+ populations is both underrepresented and undervalued, a problem exacerbated when focusing on how transgender and gender nonconforming patrons see themselves and their relationships to the academic library. This paper shows the dire state of representation for these particular patrons and provides groundwork for positively changing such representations.

Exploring workplace experiences of transgender individuals in the USA

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Elizabeth Goryunova ◽  
Anna K Schwartz ◽  
Elizabeth Fisher Turesky
Keyword(s):  
Formal Education ◽  
Phenomenological Study ◽  
Workplace Diversity ◽  
Structured Interviews ◽  
Content Type ◽  
Adult Age ◽  
Workplace Experiences ◽  
Workplace Experience ◽  
The Usa ◽  
And Gender

Purpose The purpose of this paper is to contribute to the understanding of the workplace experiences and access to career-enhancing opportunities of transgender employees and to apprise organization leaders of opportunities to create an all-inclusive workplace environment. Design/methodology/approach This phenomenological study used semi-structured interviews with transgender and gender non-conforming individuals in the US. Study participants (n = 12) varied slightly in racial and ethnic identities, the highest level of formal education completed and the industry sector they were employed at the time of interviews. Findings The data reveals a lingering presence of dominant narrative (cissexism) in US organizations and its adverse impact on workplace experience and access to career-enhancing opportunities of transgender and gender non-conforming individuals. The participants’ narratives reveal recommendations for effective organizational practices for a transgender-inclusive workplace. Research limitations/implications The challenge of recruiting qualified participants from the marginalized group along with the selection criteria of English proficiency and legally adult age resulted in a relatively limited sample (n = 12) nevertheless adequate for the study. Practical implications Results of this study point at the urgent need to increase visibility and acceptance of the represented population and expand workplace diversity policies to create inclusive, just and equitable organizations for all individuals that will translate into job satisfaction and improved productivity. Social implications This study contributes to developing a culture of inclusion and prevention of discrimination in the workplace thus ensuring respect, safety and agency for gender minority employees. Originality/value This study contributes to a better understanding of workplace experiences, access to career-enhancing opportunities of transgender and gender non-conforming individuals and best practices for a transgender-inclusive workplace.

Embodied prejudices: a study on diversity and practices

2015 ◽  
Vol 34 (6) ◽  
pp. 527-538 ◽  
Author(s):  
Marina Dantas de Figueiredo
Keyword(s):  
Gender Diversity ◽  
The Body ◽  
Unequal Distribution ◽  
Content Type ◽  
Race And Gender ◽  
Historical Structures ◽  
Phenomenological Perspective ◽  
And Gender ◽  
Distribution Of Power ◽  
Access To Knowledge

Purpose – The purpose of this paper is to analyze organizational diversity with a focus on the concept of socially sustained practices, grounding the analyses in a practice-based approach. Design/methodology/approach – Based on data from ethnographic research, the author seeks to explain how the body and embodied marks that indicate an unequal distribution of power in society interfere with access to knowledge and in the organization of work. Findings – Data analyses suggest that embodied prejudices affect the division of labor and access to knowledge in organizational settings, contributing to perpetuating cultural and historical structures of domination that spark conscious attempts to manage race and gender diversity. Originality/value – Little research has investigated diversity from a practice-based standpoint. The originality of this paper is in its adoption of a phenomenological perspective to explain the experience of diversity as an ongoing bodily and embodied process.

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