Sexual Identities in the Workplace

The global progression of human rights advocating for marginalized communities, especially LGBTQ, has seen tremendous change over the past several decades, including the conditions for disclosure of sexual identity in the workplace. The decision-making process of disclosure and the necessity for others to know is key to understanding how best to support and address the potential organizational trauma that may result. Not all disclosure of minority identity is negative and the availability of positive policy development within organizations can assist in smooth transitions toward more equal inclusion and dispel previous heteronormative and heterosexist ideologies. Through increased knowledge about the LGBTQ community and case analysis, a cross cultural lens will be utilized from Brazil, Turkey and the U.S.; prominent sexual identity disclosure perspectives for numerous occupations, as well as recommendations for systemic awareness and change will be offered.

Engaging the Diversified Workforce Sustaining Productivity

The argument presented in this article is that highly productive workplaces can be inclusive, and purposefully built to produce the goods and services demanded by customers. A socio-technical system approach can be inclusive in terms of talent and technology and is subject to deconstruction. The characterization of diversity can be made in at least two ways: based on the attributes possessed by the employees; and racial composition of the workforce. A co-constructed competency model can be applied to understand the nature and description of prevailing cultural conditions to effectively engage people to be more productive. An inclusive circle of deeply involved people can design and support the necessary change and generate the synergy, techniques, and the heuristics, to increase productivity.

The Case for Group Heterogeneity

In this chapter, the case for group heterogeneity in organisations, from a gender perspective, will be put forward. The chapter will argue that diversity within top management teams (TMTs) and boards is necessary to ensure the proper functioning of the group decision-making process, and also to increase innovation across the firm. Whilst gender is not a dichotomous variable, females do bring a level of difference to any given group. For decision-making, this level of difference is critical to prevent groupthink, cascades and polarisation. The chapter will also argue that ‘diversity' cannot mean the ‘token' introduction of one female, rather, diversity is most valuable when equality is achieved. Given that incremental increases are associated with diversity for innovation, the chapter will also argue that equality leads to better innovation. Overall, the chapter will aim to demonstrate that group heterogeneity and gender diversity results in better decisions, better innovations, and better overall performance for organisations.

Intersections of Gender, Sex, and Power

This chapter highlights the dilemma of being immigrant diasporic women in a British cultural context by focusing on the everyday life of British Bangladeshi women who are being controlled in the private sphere based on empirical research. Particularly, the chapter shows how cultural ideologies are intersecting with patriarchal norms to gain control over women bodies and sexuality. Finally, the chapter discusses the process and system of differentiation and domination through an intersectional analysis to understand how women ostensibly belonging to the same ethnic group may have different and competing experiences of migration and Diaspora.

Implicit Processes and Emotions in Stereotype Threat about Women's Leadership

Stereotype threat about leadership ability may trigger emotional and cognitive responses that reduce women's leadership aspirations. This chapter reviews literature and presents a study on the effects of implicit (covert) and explicit (overt) leadership stereotype threat on women's emotions, power-related cognitions, and behaviors as moderated by exposure to powerful female or male role models. Emotional responses were measured using self-report (direct) and narrative writing (indirect) tasks. Undergraduate women (n = 126) in the Northeastern U.S. were randomly divided into three stereotype threat groups: none, implicit, and explicit. Implicit stereotype threat resulted in higher indirectly expressed (but not self-reported) anxiety, behaviors that benefited others more than the self, and when preceded by exposure to powerful female role models, higher self-reported negative emotion but also higher indirect positive affect. Explicit stereotype threat resulted in higher indirect optimism, and when preceded by exposure to powerful female role models, lower self-reported sadness but also lower implicit power cognitions.

Gender Responsive Election Coverage in Nigeria

This article appraises media coverage of elections in Nigeria with a view to determining the extent it is gender responsive. Specifically, it assesses media coverage of elections and highlights the implications for gender equitable politics in Nigeria; provides data on coverage of both men and women during 2011 general elections; and reviews whether media personnel have fulfilled their social responsibility expectations such as gender equality goals to which the Nigerian state has pledged to in many international instruments. Data for the study were mined from existing documents on media coverage of elections in Nigeria collected, during the 2011 general elections across the six geopolitical zones; and African Media Barometer 2008 and 2011.This score card brings to the fore the extent Nigerian media personnel are implementing the Beijing Platform for Action; and the findings can be used for policy formulation on media reportage and programming for gender responsive election coverage.

Women's Empowerment and Socio-Economic Development in MENA Region

Women plays a vital role in business and they are a major resource potential in entrepreneurship. Unfortunately, women entrepreneurs tend to face greater obstacles in access to credit, market knowledge, business needs and by the limits of trade agreements and the constraints of trade policies. Thus, there is a need for more efficient policies for the development of female entrepreneurship. The chapter offer analysis of state of the empowerment of women in the globalization. Then, the analysis of the theoretical foundations is for justifying the role of women as entrepreneur and promoter of gender equality and constraints that they are facing. Then, it is an opportunity to offer a brief overview about women in the socio-economic development in MENA region. Finally, the question is how to create policies for the business sector to promote their empowerment. A SWOT analysis is done to explore challenges and limits and offer some recommendations .This chapter is an opportunity to explore new area about the degree of adaptation of women's entrepreneur to the trade policies rules.

Gendered Social-Networking Organizations

Research has consistently documented that women are disproportionately represented in upper management and in positions of power and still continue to dominate traditionally female occupations. Hence, recognizing that effective efforts needs to be made to assist women in their career development, many organizations have adopted mentoring programs to address gender differences in advancement without having a grounded plan. Organizations often do so out of competing for and achieving organizational longevity, organizational competitive advantage, or for legal accommodations for marketing purposes. Organizations often implement mentoring program(s) with the goal of having mentors provide mentees with psychosocial support, career development support, sponsorship and coaching, setting up challenging assignments, fostering positive visibility, and protecting the mentee from adverse forces. Hence, the purpose of this article will be on mentorship (brief historical coverage and definition), stereotypes of gendered advancement based on gender, and cross-gender mentorship in the U.S.

Perception of Race Discrimination by the Police in Europe

Procedural justice is an important principle in democratic societies, which fails when police discriminate minorities through for example racial profiling and during crime report procedures. This not only violates individuals' rights, it also increases corruption, make police work problematic and decrease trust in the justice system. The aim of the chapter is to investigate perception of police discrimination against minorities, with focus on whether anti-immigrant attitudes have an independent impact on the perception of police discrimination. We use European Social Survey, collected in 2010, including 24 countries and around 45,000 respondents. The results show that anti-immigrant attitudes imply that respondents don't believe the police to discriminate independent on individual factors such as education, gender, minority and country factors such as corruption, inequality and the proportion of non-European inhabitants in the country.

When Demographic and Personality Diversity Are Both at Play

This chapter reviews what we know about the effects of demographic diversity (age, sex, and ethnicity) and personality diversity (conscientiousness, openness to experience, extraversion, emotional stability, and agreeableness) in teams in organizations. It also outlines challenges to today's diversity management and Human Resource (HR) practices, such as the lack of definite conclusions from research results, the mismatch between team diversity research designs and organizations' needs, and the lack of research examining simultaneously different aspects of diversity. Drawing from analysis results of team data from 55 teams of volunteers from Shanghai, the author recommends that HR training and selection take specific team contexts into account and increase attention on functions that support important team processes such as communication and mutual support among team members.