scholarly journals Presence and Power: Teams with Hierarchical Representation of Underrepresented Minorities are More Attractive

2021 ◽  
Author(s):  
N. Derek Brown ◽  
Sonya Mishra ◽  
Shoshana N Jarvis ◽  
Cameron Anderson
Keyword(s):  
Racial Minority ◽  
Racial Minorities ◽  
Underrepresented Minorities ◽  
Minority Representation ◽  
Hierarchical Representation ◽  
Team Functioning ◽  
Diversity Study

Across four studies (N = 1,555) we find that individuals perceive teams with hierarchical representation (i.e., minority employees represented throughout their hierarchy) as more attractive than equally diverse teams that lack hierarchical representation. Teams with hierarchical representation are perceived as more diverse and as having superior team functioning (Study 1). Furthermore, the effect of hierarchical representation on team attractiveness did not differ between racial minority and majority participants (Studies 2-3), suggesting that attitudes about race among racial majority members might have evolved since a previous study found only racial minorities to be concerned with hierarchical representation. Additionally, diverse teams without hierarchical representation are perceived as no more attractive than hierarchical teams with objectively lower diversity (Study 3) and non-hierarchical teams without diversity (Study 4). These studies highlight the importance of minority representation across every echelon of a hierarchy rather than only at lower levels.

Making Diversity Work for Everybody? The Double-Edged Sword of All-Inclusive Diversity

2021 ◽  
pp. 014616722110470
Author(s):  
Payton A. Small ◽  
Brenda Major ◽  
Cheryl Kaiser
Keyword(s):  
Mission Statement ◽  
Racial Minority ◽  
Racial Minorities ◽  
European Americans ◽  
Unfair Treatment ◽  
Multicultural Diversity ◽  
Racial Injustice ◽  
A Company

Three experiments investigated how framing diversity as all-inclusive affects recognition of racial injustice. Among Whites, viewing a company mission statement that specifically included Whites/European Americans when defining diversity or made no mention of diversity led to increased recognition of unfair treatment of racial minorities relative to viewing a standard multicultural diversity statement (Experiment 1). Decreased concern about losing out on resources to racial minorities mediated these effects. Among racial minorities, viewing a company statement that included Whites/European Americans or made no mention of diversity similarly increased recognition of unfair treatment of racial minorities, an effect mediated by minorities’ reduced feelings of inclusion (Experiment 2). Experiment 3 replicated these effects using a more subtle manipulation of the all-inclusive diversity statement. These studies suggest defining diversity as inclusive of Whites/European Americans increases Whites’ sensitivity to racial injustice against minorities but simultaneously increases racial minority Americans’ concerns about exclusion and unfair treatment.

scholarly journals Characteristics Of Underrepresented Self-Employed Groups

2011 ◽  
Vol 6 (7) ◽  
Author(s):  
Andrea E. Smith-Hunter
Keyword(s):  
Minority Groups ◽  
Racial Minority ◽  
Racial Minorities ◽  
Minority Women ◽  
Font Size ◽  
Dominant Group ◽  
Research Areas ◽  
White Males ◽  
Self Employment ◽  
Employed Women

<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="font-family: &quot;Times New Roman&quot;,&quot;serif&quot;; font-size: 10pt;">This paper covers concerns of self-employed individuals by looking at specific issues that are related to underrepresented sectors in the study area: women, racial minorities of both genders, and women in racial minority groups.<span style="mso-spacerun: yes;">&nbsp; </span>It is necessary to focus on these areas due to their under-representation in thinly research areas, with not many empirical issues or statistical findings being addressed in these areas. This paper is mainly theoretical, and answers two critical questions: (1) What are the distinct characteristics of underrepresented self-employed groups compared to the dominant group&mdash;white males? (2) What are the key explanations and reasons for these groups having such characteristics? Trends in self-employment over the last six decades are examined, as well as the distinct characteristics of self-employed women, minorities, and minority women.</span></p>

scholarly journals Political representation of racial minorities in the parliament of Singapore

2019 ◽  
Vol 20 (4) ◽  
pp. 225-239
Author(s):  
Waikeung Tam
Keyword(s):  
Political Parties ◽  
Political Representation ◽  
Racial Minority ◽  
Racial Minorities ◽  
Research Note ◽  
The Political ◽  
Members Of Parliament ◽  
Content Analyses ◽  
Party Elites ◽  
Minority Interests

AbstractThis research note studies the political representation of racial minorities in Singapore. Specifically, it analyzes whether racial minority members of parliament (MPs) are more likely than Chinese MPs to represent the interests of racial minorities in the Parliament. I answer this question through conducting content analyses of the parliamentary questions raised during the plenary meetings of the 10th–12th Parliament of Singapore (2002–2015). In total, 6,678 questions were asked. Our results show that racial minority MPs were significantly more likely (21.79 times) than Chinese MPs to ask questions related to racial minorities. While this study shows that racial minority MPs were significantly more likely than Chinese MPs to ask questions related to racial minorities, it also highlights the inadequacy of representation of racial minority interests in the Parliament of Singapore. During our period of study, only 1.2% of the total number of parliamentary questions focused on racial minorities. Besides MPs' race, this study finds that partisan affiliation crucially influenced the likelihood of MPs to represent racial minority interests. Political parties played an important role in shaping MPs' representational behavior. Compared to the People's Action Party (PAP) MPs, opposition MPs were significantly more likely to raise racial minority-related questions. One possible explanation could be that opposition MPs used parliamentary questions as an important tool to challenge and criticize the governing party's policies on racial minorities. Another explanation could be that PAP racial minority MPs' first loyalty has to be to the party and government rather than their co-ethnics, given that they are beholden to party elites for their seats.

scholarly journals "Sharing power" : representation of visible minorities on the boards of selected immigrant serving agencies in Peel

2021 ◽  
Author(s):  
Masomeh Effat Ghassemi-Gonabadi
Keyword(s):  
Racial Minority ◽  
Ethnic Composition ◽  
Executive Directors ◽  
Minority Representation ◽  
Visible Minorities ◽  
Wide Range ◽  
Educational Information

This study analyzes patterns of racial minority representation on the Boards of immigrant serving agencies (ISAs) in the cities of Mississauga and Brampton in the Region of Peel, Ontario. Executive Directors of 13 organizations were contacted and asked to provide ethnic, gender, age and educational information on the composition of their Boards and to describe the ethnic make-up of the client populations they serve. Boards were then scored on diversity (numbers of different ethnic members on the Board) and representativeness (a comparison of the ethnic composition of the Boards to the ethnic make-up of the population served by their ISAs). Findings indicate a wide range of scores on both diversity and representativeness. Some Boards are fully homogeneous and unrepresentative of their clients. Others are diverse but unrepresentative, and still others are fully representative of their client populations.

scholarly journals Does a business-like approach to diversity in nonprofit organizations have a chilling effect on stakeholders?

2019 ◽  
Vol 3 (1) ◽  
Author(s):  
Ines Jurcevic ◽  
Rachel Fyall
Keyword(s):  
Nonprofit Organizations ◽  
Nonprofit Sector ◽  
Racial Minority ◽  
Racial Minorities ◽  
Chilling Effect ◽  
Black And Latino

Despite widespread commitment to promoting diversity in the nonprofit sector, increasing diversity poses a continued challenge for many nonprofits. Even nonprofits with explicit diversity statements often struggle to diversify their organizations. One potential impediment to achieving diversity may result from the framing and communication of diversity values within nonprofits. We evaluate the reactions of hypothetical stakeholders to two forms of diversity framing – instrumental and moral frames – focusing on potential divergence amongst racial-minority and White perspectives. Experiment 1 demonstrates that Black and Latino participants feel marginally more dehumanized and anticipate racial minorities will feel more devalued in an organization espousing the moral (compared to instrumental) diversity frame. In contrast, Whites feel less valued, more dehumanized, and perceive organizations as less authentically dedicated to diversity when viewing an organization that espouses the instrumental (compared to moral) frame. Experiment 2 extends these results demonstrating that Whites who are particularly concerned about their place in future job markets are more likely to feel devalued by instrumental frames to diversity. We discuss how these results diverge from existing findings of similar frames applied to business, rather than nonprofit, contexts. These findings extend our understanding of the implications of outcome-oriented versus moral frames within nonprofit organizations as well as informing understanding of how diversity frames may offer divergent signals to underrepresented and non-underrepresented stakeholders.

Remaking Cinema

2019 ◽  
pp. 162-180
Author(s):  
Maryann Erigha
Keyword(s):  
Digital Media ◽  
Racial Minority ◽  
Racial Minorities ◽  
Film Production ◽  
Black Cinema ◽  
Youth Cultures ◽  
The Way

This chapter outlines paths for improving cinema to be more racially inclusive. Remaking cinema can involve reforming Hollywood to be more inclusive to racial minorities in positions of influence, for example as directors of tent pole movies and as studio heads. Remaking cinema can also involve changing the way racial minorities make movies. This chapter puts forth the notion of a Black cinema collective, which involves an organized system of film production. A Black cinema collective means developing youth cultures around filmmaking, as well as having institutions to decide a slate of films to be released each year, to finance movies, and to create pathways for distribution. In addition, digital media talents can help put pressure on Hollywood to support movies and directors from racial minority backgrounds or else face mounting competition.

Does Increasing Racial Minority Representation Contribute to Overall Organizational Performance? The Role of Organizational Mission and Diversity Climate

2019 ◽  
Vol 49 (4) ◽  
pp. 454-468 ◽  
Author(s):  
Hongseok Lee
Keyword(s):  
Organizational Performance ◽  
Panel Data Analysis ◽  
Racial Minority ◽  
Goal Achievement ◽  
Diversity Climate ◽  
Minority Representation ◽  
Organizational Mission ◽  
Organizational Roles ◽  
Public Workforce

One underexplored question in the representative bureaucracy literature is whether public employees advocate for their demographic groups at the expense of other groups or their organizational roles. Many studies have focused on the link between passive representation, or the extent to which the public workforce reflects the demographic characteristics of its clients, and active representation, or the extent to which policies advance the interests of those people. However, little research has been done on whether and when increased representation by a certain group enhances overall organizational performance. This study examines the relationship between racial minority representation in U.S. federal agencies and the agencies’ goal achievement while considering the moderating role of organizational mission and diversity climate. The panel data analysis shows that increased minority representation lowers agencies’ goal achievement. However, a positive relationship exists between the two in agencies that mainly work to promote social equity for disadvantaged populations and foster a positive diversity climate in the workplace. These findings suggest that racial minority employees can better contribute to organizational success in agencies where they balance advocacy and organizational roles well and they are treated fairly and respectfully.

scholarly journals Vaccine Hesitancy Is a Barrier to Achieving Equitable Herd Immunity Among Racial Minorities

2021 ◽  
Vol 8 ◽  
Author(s):  
Philip Gerretsen ◽  
Julia Kim ◽  
Lena Quilty ◽  
Samantha Wells ◽  
Eric E. Brown ◽  
...  
Keyword(s):  
First Nations ◽  
Minority Groups ◽  
East Asian ◽  
Herd Immunity ◽  
Sociodemographic Factors ◽  
Racial Minority ◽  
Racial Minorities ◽  
Vaccine Hesitancy ◽  
Racial Groups ◽  
Major Barrier

Introduction: Racial minority groups have been disproportionately affected by the 2019 novel coronavirus disease (COVID-19). Vaccine hesitancy may be a major barrier to achieving equitable herd immunity and must be addressed to reduce the excess morbidity and mortality of COVID-19 in disproportionately affected communities. This study aimed to determine if COVID-19 vaccine hesitancy, and its factors vaccine complacency and confidence, are more prominent among disproportionately affected racial minority groups.Methods:We collected data from participants aged 18 years or older from the four most populous U.S. states, including New York, California, Florida, and Texas, and Canada. Data were collected using a web-based survey platform. Data are available at http://www.covid19-database.com.Results:Data from 4,434 participants were included [mean (SD) age = 48.7 (17.2) and 50.4% women]. Vaccine hesitancy was higher in Black, Indigenous (Native American and Indigenous People of Canada, including First Nations, Inuit and Métis), and Latinx compared to White participants, while no difference was found between East Asian and White participants. The group differences in vaccine hesitancy for Indigenous and Black compared to White participants remained after controlling for sociodemographic factors. Determinants of vaccine complacency were equivalent between disproportionately affected racial groups and white participants. Vaccine confidence (i.e., trust in vaccine benefit) was generally lower in all racial groups compared to White participants. Differences in vaccine mistrust comparing Black and East Asian to White participants remained after controlling for sociodemographic factors.Discussion:Disproportionately affected racial minorities may have higher vaccine hesitancy and lower confidence in COVID-19 vaccines. Public health and other relevant government services should address vaccine hesitancy among racial minorities using a culturally sensitive, community-centered approach to attain equitable herd immunity.

scholarly journals Interventions to Increase Blood Donation among Ethnic/Racial Minorities: A Systematic Review

2019 ◽  
Vol 2019 ◽  
pp. 1-14 ◽  
Author(s):  
Jennifer K. Makin ◽  
Kate L. Francis ◽  
Michael J. Polonsky ◽  
Andre M. N. Renzaho
Keyword(s):  
Systematic Review ◽  
Blood Donation ◽  
Developed Countries ◽  
Racial Minority ◽  
Racial Minorities ◽  
Future Research ◽  
Blood Collection ◽  
Community Based Interventions ◽  
Community Based ◽  
Majority Population

Ethnic/racial minorities are under-represented in blood donor populations in most developed countries. This is of particular concern where minorities differ from a country’s majority population in terms of blood or tissue typing, especially where type matching is required for effective management of rare disorders such as sickle-cell disease that require multiple transfusions. This systematic review assessed the effectiveness of interventions to increase blood donation among ethnic/racial minority populations in developed countries. We searched MEDLINE, EMBASE, CINAHL, and ProQuest on 20 March 2017 with no date restrictions and supplemented this with searches on Google Scholar, blood collection agency websites, reference lists of included studies, and a forward search of citations of included studies. We included intervention studies designed to increase recruitment and/or retention of adult, ethnic/racial minority blood donors in developed countries. The review identified eight studies reported in nine publications. Six were conducted in the USA with African Americans. Four studies reported on multifaceted, community-based interventions; three reported on one-off information and educational video interventions, presented face-to-face, or delivered via post or e-mail. The level of evidence for efficacy was low, and the majority of studies were assessed as having some risk of bias related to one or more methodological issues. All eight studies reported positive outcomes in blood donation and/or intention to donate. Seven trials found that the intervention increased presentation for donation, and three found an increase in the percentage of new donors from the ethnic minority targeted. The review findings demonstrate that it is possible to design and implement effective interventions to motivate individuals from ethnic/racial minority groups to donate blood. One-off interventions may be as effective as multifaceted, community-based interventions. There was insufficient evidence to recommend particular interventions, and future research should empirically assess alternative interventions using robust study designs.

scholarly journals "Sharing power" : representation of visible minorities on the boards of selected immigrant serving agencies in Peel

2021 ◽  
Author(s):  
Masomeh Effat Ghassemi-Gonabadi
Keyword(s):  
Racial Minority ◽  
Ethnic Composition ◽  
Executive Directors ◽  
Minority Representation ◽  
Visible Minorities ◽  
Wide Range ◽  
Educational Information

This study analyzes patterns of racial minority representation on the Boards of immigrant serving agencies (ISAs) in the cities of Mississauga and Brampton in the Region of Peel, Ontario. Executive Directors of 13 organizations were contacted and asked to provide ethnic, gender, age and educational information on the composition of their Boards and to describe the ethnic make-up of the client populations they serve. Boards were then scored on diversity (numbers of different ethnic members on the Board) and representativeness (a comparison of the ethnic composition of the Boards to the ethnic make-up of the population served by their ISAs). Findings indicate a wide range of scores on both diversity and representativeness. Some Boards are fully homogeneous and unrepresentative of their clients. Others are diverse but unrepresentative, and still others are fully representative of their client populations.

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