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Browsing by Author "Nittrouer, Christine L."
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Item Gender disparities in colloquium speakers at top universities(National Academy of Sciences, 2018-01-02) Nittrouer, Christine L.; Hebl, Michelle R.; Ashburn-Nardo, Leslie; Trump-Steele, Rachel C. E.; Lane, David M.; Valian, Virginia; Psychology, School of ScienceColloquium talks at prestigious universities both create and reflect academic researchers' reputations. Gender disparities in colloquium talks can arise through a variety of mechanisms. The current study examines gender differences in colloquium speakers at 50 prestigious US colleges and universities in 2013-2014. Using archival data, we analyzed 3,652 talks in six academic disciplines. Men were more likely than women to be colloquium speakers even after controlling for the gender and rank of the available speakers. Eliminating alternative explanations (e.g., women declining invitations more often than men), our follow-up data revealed that female and male faculty at top universities reported no differences in the extent to which they (i) valued and (ii) turned down speaking engagements. Additional data revealed that the presence of women as colloquium chairs (and potentially on colloquium committees) increased the likelihood of women appearing as colloquium speakers. Our data suggest that those who invite and schedule speakers serve as gender gatekeepers with the power to create or reduce gender differences in academic reputations.Item Subtle Discrimination in the Workplace: A Vicious Cycle(Cambridge, 2017-03) Jones, Kristen P.; Arena, Dave F.; Nittrouer, Christine L.; Alonso, Natalya M.; Lindsey, Alex P.; Psychology, School of ScienceDue to rising pressure to appear egalitarian, subtle discrimination pervades today's workplace. Although its ambiguous nature may make it seem innocuous on the surface, an abundance of empirical evidence suggests subtle discrimination undermines employee and organizational functioning, perhaps even more so than its overt counterpart. In the following article, we argue for a multidimensional and continuous, rather than categorical, framework for discrimination. In doing so, we propose that there exist several related but distinct continuums on which instances of discrimination vary, including subtlety, formality, and intentionality. Next, we argue for organizational scholarship to migrate toward a more developmental, dynamic perspective of subtle discrimination in order to build a more comprehensive understanding of its antecedents, underlying mechanisms, and outcomes. We further contend that everyone plays a part in the process of subtle discrimination at work and, as a result, bears some responsibility in addressing and remediating it. We conclude with a brief overview of research on subtle discrimination in the workplace from each of four stakeholder perspectives—targets, perpetrators, bystanders, and allies—and review promising strategies that can be implemented by each of these stakeholders to remediate subtle discrimination in the workplace.