Kay, Margaret (2012). Canadian Family Physician, 58(7).
The author bases an argument on the premise that family physicians do experience burnout. What she asserts is that it is overdramatized with associations of depression and suicide, and that this further stigmatizes these conditions, as well as (by association), stigmatizes burnout. She points out that research has shown that burnout is more associated with situational or organizational factors, rather than individual ones. Read article here.
Can Evidence Impact Attitudes? Public Reactions to Evidence of Gender Bias in STEM Fields
Moss-Racusin, CA., Molenda, AK., and Cramer, CR. (2015). Psychology of Women Quarterly, 39, 2:194-209.
The authors evaluated articles that discussed research about gender bias in the STEM field. They found that men were more likely to make negative comments, and women to make positive comments. It didn’t matter whether or not the commenters worked in the STEM field. Read abstract here.
Science faculty’s subtle gender biases favor male students
Moss-Racusin, Corinne A. et al (2012), Proceedings of the Natural Academy of Sciences of the United States of America, 109 (41)16474–16479.
Science faculty from research-intensive universities evaluated identical applications from either a male or a female. The male applicant was rated higher, received a higher starting salary and was offered more mentoring. The findings were similar whether they were rated by a male or a female faculty member. Read article here.
Does gender bias against female leaders persist? Quantitative and qualitative data from a large-scale survey
Elsesser, KM, and Lever, J (2011). Human Relations 64(12) 1555–1578.
The researchers found participants were less likely to show gender bias when evaluating their own boss, but they found many saw women as having less potential for management. The authors report that this is consistent with previous research that shows much larger gender bias in studies of hypothetical or abstract leaders, and little or no bias in studies of actual bosses, and should serve as a reminder that caution must be taken in extending laboratory results based on hypothetical bosses to actual organizational scenarios. Read article here.
Gender Stereotypes Are Alive, Well, and Busy Producing Workplace Discrimination
Heilman, Madeline and Eagly, Alice H (2008.) Industrial and Organizational Psychology, 1, 393–398.
The authors critique Frank Landy’s 2008 article, “Stereotypes, bias, and personnel decisions: Strange and stranger” published in Industrial and Organizational Psychology. They conclude that, as the article’s title say, stigma based on gender exists. Read article here.
Puhl, R, and Brownell, KD (2001). Obesity Research; 9(12):788-805.
The researchers concluded that people with obesity have been stigmatized and sometimes discriminated against because of their weight. They noted that it occurred in three life areas: employment, education, and health care. Read abstract here.
The Disability Employment Puzzle: A Field Experiment on Employer Hiring Behavior
Ameri, M., Schur, L., Adya, M., Bentley, S., McKay, P., Kruse, D. (2015.) National Bureau of Economic Research, NBER Working Paper No. 21560.
Researchers sent out over 6,000 resumes in response to job postings for accountant positions. The fictitious resumes were broken down into thirds: 1/3 mentioned a physical disability, 1/3 mentioned Asperger’s Syndrome, and 1/3 did not mention any disability. The fictional applicants with disabilities received 26% fewer responses to their applications than those without disabilities. Read abstract here.
The Effect of Physical Height on Workplace Success and Income: Preliminary Test of a Theoretical Model
Judge, TA, Cable, DM (2004.) Journal of Applied Psychology, 89,3: 428–441.
In this article, the authors propose a theoretical model of the relationship between physical height and career success, and then the relationship between individuals’ physical height and their incomes. Read article here.
This article explores prejudice or discrimination against a person on the basis of his or her height, specifically in the workplace, comparing short people to their taller counterparts. It examines the ways that existing federal anti-discrimination laws (Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act of 1990) do and do not protect against height-based prejudice in the workplace. Read article here.
Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination
Bertrand, Marianne and Mullainathan, Sendhil, (2003). MIT Department of Economics Working Paper No. 03-22.
The researchers performed a field experiment in the Boston and Chicago areas by assigning either African American or White sounding names to job applicants’ resumes. They then evaluated employers’ responses: The applicants with White sounding names received 50% more callbacks for interviews. Read article here.