Author: Elizabeth W. DunnPublisher:
ISBN:
Category : Affect (Psychology)
Languages : en
Pages : 184
Book Description
Dealing with Ambiguous Discrimination
Author: Elizabeth W. DunnPublisher:
ISBN:
Category : Affect (Psychology)
Languages : en
Pages : 184
Book Description
Coping with Social Disadvantage in an Ambiguous World
Author: Katie WangGender Ambiguity in the Workplace
Author: Alison Ash FogartyPublisher: Praeger
ISBN: 1440863229
Category : Business & Economics
Languages : en
Pages : 0
Book Description
A delicate exploration of the discrimination that gender-diverse people face, this book analyzes the relationship between gender identity and performance in the workplace while considering the emotional and economic survival of those who identify as transgender. The transgender community is more visible now than ever before, but the diversity within this community has remained obscure in the workplace as organizations, corporations, and institutions struggle to keep up with the rate at which transgender communities are gaining visibility. For leaders seeking best practices related to bathroom access, workplace transition, hiring practices, inclusive workplace culture, and more, this book offers guidance and novel policy recommendations designed to ensure the success of transgender employees. Extending the existing theoretical literature on masculinity in the workplace, gender discrimination, and gender performance, the book introduces the new concept of "doing ambiguity." It contains original research complemented by humanizing narratives from transgender people that provide insights into rarely explored non-binary, gender-fluid, and genderless experiences. In addition, it identifies factors that may preclude and minimize discrimination, including strategies pursued by transgender people at the individual level as well as policies employed at the organization level, and outlines a pragmatic set of policy recommendations for employers, community leaders, and others looking to help transgender people thrive in organizational environments.
Subtle Mistreatment
Author: Philip James GentilePublisher:
ISBN:
Category : Discrimination against people with disabilities
Languages : en
Pages : 160
Book Description
Ambiguous Discrimination
Author: Ida Balderrama-TrudellPublisher:
ISBN:
Category :
Languages : en
Pages : 282
Book Description
Measuring Racial Discrimination
Author: National Research CouncilPublisher: National Academies Press
ISBN: 0309091268
Category : Social Science
Languages : en
Pages : 335
Book Description
Many racial and ethnic groups in the United States, including blacks, Hispanics, Asians, American Indians, and others, have historically faced severe discriminationâ€"pervasive and open denial of civil, social, political, educational, and economic opportunities. Today, large differences among racial and ethnic groups continue to exist in employment, income and wealth, housing, education, criminal justice, health, and other areas. While many factors may contribute to such differences, their size and extent suggest that various forms of discriminatory treatment persist in U.S. society and serve to undercut the achievement of equal opportunity. Measuring Racial Discrimination considers the definition of race and racial discrimination, reviews the existing techniques used to measure racial discrimination, and identifies new tools and areas for future research. The book conducts a thorough evaluation of current methodologies for a wide range of circumstances in which racial discrimination may occur, and makes recommendations on how to better assess the presence and effects of discrimination.
Gender Ambiguity in the Workplace
Author: Alison Ash Fogarty Ph.D.Publisher: Bloomsbury Publishing USA
ISBN: 1440863237
Category : Business & Economics
Languages : en
Pages : 209
Book Description
A delicate exploration of the discrimination that gender-diverse people face, this book analyzes the relationship between gender identity and performance in the workplace while considering the emotional and economic survival of those who identify as transgender. The transgender community is more visible now than ever before, but the diversity within this community has remained obscure in the workplace as organizations, corporations, and institutions struggle to keep up with the rate at which transgender communities are gaining visibility. For leaders seeking best practices related to bathroom access, workplace transition, hiring practices, inclusive workplace culture, and more, this book offers guidance and novel policy recommendations designed to ensure the success of transgender employees. Extending the existing theoretical literature on masculinity in the workplace, gender discrimination, and gender performance, the book introduces the new concept of "doing ambiguity." It contains original research complemented by humanizing narratives from transgender people that provide insights into rarely explored non-binary, gender-fluid, and genderless experiences. In addition, it identifies factors that may preclude and minimize discrimination, including strategies pursued by transgender people at the individual level as well as policies employed at the organization level, and outlines a pragmatic set of policy recommendations for employers, community leaders, and others looking to help transgender people thrive in organizational environments.
Gender Ambiguity in the Workplace
Author: Alison Ash Fogarty (Ph.D.)Publisher:
ISBN:
Category :
Languages : en
Pages : 0
Book Description
A delicate exploration of the discrimination that gender-diverse people face, this book analyzes the relationship between gender identity and performance in the workplace while considering the emotional and economic survival of those who identify as transgender. The transgender community is more visible now than ever before, but the diversity within this community has remained obscure in the workplace as organizations, corporations, and institutions struggle to keep up with the rate at which transgender communities are gaining visibility. For leaders seeking best practices related to bathroom access, workplace transition, hiring practices, inclusive workplace culture, and more, this book offers guidance and novel policy recommendations designed to ensure the success of transgender employees. Extending the existing theoretical literature on masculinity in the workplace, gender discrimination, and gender performance, the book introduces the new concept of "doing ambiguity." It contains original research complemented by humanizing narratives from transgender people that provide insights into rarely explored non-binary, gender-fluid, and genderless experiences. In addition, it identifies factors that may preclude and minimize discrimination, including strategies pursued by transgender people at the individual level as well as policies employed at the organization level, and outlines a pragmatic set of policy recommendations for employers, community leaders, and others looking to help transgender people thrive in organizational environments.
Culture of Ambiguity
Author: Sandra Leanne BosackiPublisher: Springer Science & Business Media
ISBN: 9460916244
Category : Education
Languages : en
Pages : 118
Book Description
Research shows that the ability to "read others" or to make sense of the signs and symbols evident in human communication has an influence on children's self-conceptions and their social interactions in childhood and adolescence. Given that psychological explanations play a key role in teaching and learning, further research is required, particularly on adolescents within the school context. This book investigates which aspects of these discourse experiences foster the growth of understanding of spirit, emotion, and mind in adolescence. Accordingly, from a co-relational approach to the development of understanding mind and education, this book builds on past and current research by investigating the social and emotional antecedents and consequences of psychological understanding in early adolescence. Specifically, this book explores the question: How do adolescents use their ability to understand other minds to navigate their relationships with themselves and their peers within the culture of ambiguity? To address this question, this book critically examines research on adolescents’ ability to understand mind, emotion, and spirit, and how they use this ability to help them navigate their relationships within the school setting. This book might appeal to a variety of educators and researchers, ranging from early childhood educators/researchers to university professors specializing in socioemotional and spiritual/moral worlds of adolescents. Sandra Leanne Bosacki completed her PhD in Education at the Ontario Institute for Studies in Education of the University of Toronto, Canada. Currently an Associate Professor in the Graduate and Undergraduate Department of Education at Brock University, St. Catharines, Ontario, Canada, she teaches graduate courses in Developmental Educational Psychology and Educational Research. Her teaching and research interests include sociocognitive, emotional, moral, and spiritual development within diverse cultural and educational contexts. She is a contributing associate editor of the International Journal of Children’s Spirituality and is the author books The Culture of Classroom Silence and the Emotional Lives of Children (2005; 2008, Peter Lang). She has published research papers in the Journal of Educational Psychology, the Journal of Early Adolescence, Social Development, and Gender Roles: A Journal of Research. She currently resides in Hamilton, Ontario, Canada.
Gender Ambiguity in the Workplace
Author: Alison C. K. FogartyPublisher:
ISBN:
Category :
Languages : en
Pages :
Book Description
Over the course of my in-depth qualitative research with 25 gender-nonconforming individuals in the San Francisco Bay Area, I have exhaustively documented a wide array of trans narratives, each one unique, complex, and nuanced. The goal of the research was to document the nature of the discrimination contemporary gender-nonconforming individuals face in the workplace, explore patterns between different types of gender nonconformity and discrimination, and describe the participants' strategies for managing this discrimination. The extensive discrimination overview I have provided reveals the myriad ways in which gender-nonconforming people are discriminated against in hiring practices and in the workplace. Strategies for avoiding and reducing discrimination reveal the equally diverse ways in which gender-nonconforming people navigate this discrimination. My research shows that discrimination towards gender-nonconforming identities and expressions, as well as the discrimination-reduction strategies they utilize, are organized by the widely believed cultural ideas that masculinity is superior to other gender expressions and that adherence to the gender binary is desirable and appropriate. While masculinity is usually favored in the workplace, it is not always true that all men by default experience better treatment than all women. Often those perceived as masculine women experience more positive workplace treatment than those perceived as men displaying non-hegemonic masculinities. The experiences of trans men with alternative masculinities and trans women who are perceived to be crossdressing men both suggest that masculinity by default is not always superior. Rather, masculinity that strives toward hegemonic performance is rewarded, while masculinity that strays is punished. In the context of trans identities, this often means that a trans person's relationship with masculinity is likely to be tenuous. Despite an increase in trans visibility that reveals the mutable and fluid nature of gender, most cisgender folks nevertheless maintain a belief that gender is fundamentally fixed and binary. Non-binary individuals often "do ambiguity, " or purposefully perform an ambiguous gender expression in attempt to have their non-binary identity socially validated. However, because non-binary and gender-fluid identities and expressions are unlikely to be recognized as legitimate, gender-ambiguous people are often pressured to "just pick one" constant and binary gender expression. Binary and consistent gender presentations are privileged over ambiguous and fluid expressions. Patterns in strategies to avoid and reduce discrimination support the ideas that masculinity is superior and that consistent and binary expressions are deemed desirable and appropriate in the workplace. Butch women and passing trans men described strategies to reduce discrimination far less often than trans women, gender-binary people, and gender-fluid folks. I document various discrimination-reduction strategies, including concealing gender identity and modifying gender expression, modifying interactions with coworkers and clients, perusing intentional job changes, and utilizing support systems. Only a handful of discrimination-reducing strategies were successful for both the individual and the greater trans community. Critically, these strategies relied on pre-existing situational factors that made workplace discrimination reduction possible in the short and long-term, allowed gender-nonconforming individuals to be authentic in the workplace, and positively affected the larger trans community through challenging misconceptions and celebrating visibility. Apart from the presence of trans-inclusive workplace policies, which tended to primarily benefit binary-identifying trans folks, the largest situational factor that predicted this type of far-reaching discrimination reduction was the presence of authority figures that legitimized and supported authentic gender-nonconforming identities and expressions in the workplace.