Overview of special issue papers
| Paper | Findings and insights | Key theories | Level of analysis | Implications for future research |
|---|---|---|---|---|
| Status of Research on Prejudice Across Fields | ||||
| LaVan and Lopez | Compares the depth of research on prejudice at the individual, group and organizational levels of analysis across management, psychology and sociology literature. Prejudice in the workplace is under-researched in several areas at each level of analysis | Various | Fields of research on prejudice | This paper highlights the need for more research on various aspects of prejudice. In addition to the forms of prejudice, future research can examine the impact of intersectionality, social movements, trends, and new policies on prejudice in the workplace from a multidisciplinary perspective |
| Understanding the Impact and Implications of Prejudice at Work | ||||
| Kunst, Kirkøen and Mohamdain | Examines how job type and the gender and race of the applicants moderates the relationship among attractiveness, perceived warmth, perceived competence and hireability | Stereotype content model | Individual | Future research should investigate how intersectionality affects hireability across age groups, different contexts like industries and stage of the hiring process |
| Hogue, Knapp, Peck and Landingham | Explains how culture can impact internationalization of prejudice in leaders | Incompleteness thesis (on interaction between culture and mind) | Individual embedded in cultural context | The paper outlined how social movement principles can be applied within organizations to disrupt prejudice. Future research can empirically examine the framework and the effects of suggested interventions |
| Silver, King and Hebl | Conceptual typology organizing leader behaviors to address inequality around constructive and destructive leadership Inequalities in leadership must be addressed by those with power and privilege | Social identity Destructive leadership Transformational leadership | Individual Leader–follower dyad | This paper focused on the marginalized identity of women as leaders; future research can test this framework for applicability to other social identities |
| Whysall and Alistair | Findings from this paper illustrate the subjective nature of decisions about leadership capabilities, which can affect decision-making about leadership performance and prospects for more diversity and equality in leadership | Heuristics and biases (incumbent bias) | Individual Organizational | Future research should investigate how formalized performance evaluations for the top management team affects the evaluation process and the diversity of the leadership team. Future research could also examine how transparency and available data affects leadership selection and transitions |
| Zhang, Shin, Choi and Kuper | Explores how marketing orientation influences LGBT-friendly activities State-level diversity policies weaken relationship between MO and LGBT-friendly policies while country-level political uncertainty strengthens the relationship | Resource dependence theory Institutional theory Stakeholder theory | Organizational Institutional | This paper focused on marketing-oriented firms and LGBT-inclusiveness. Future research could investigate if the relationship holds true for other orientations like entrepreneurial orientation, R&D orientation, production orientation, etc. Future research could also examine if this relationship holds true for inclusion for other marginalized groups |
| Interventions and Preventative Mechanisms to Reduce Prejudice at Work | ||||
| Waples and Botsford Morgan | Describes how environmental pressures can motivate organizations to implement changes to address social justice | Institutional Theory Institutional Logics Open Systems Theory | Individual Organizational Institutional | This paper presents a multi-level model for addressing prejudice; future research should test this model longitudinally to explore the effectiveness of the proposed model for reducing prejudice across levels |
| Cox | Information-deficit models of DEI training are less effective than habit-breaking approaches. Habit-Breaking training is a more effective alternative to DEI training because it is empowerment based | Cognitive behavioral therapy (CBT) | Individual | Future research should test how/if this approach varies across different types of prejudice and bias |
| Paper | Findings and insights | Key theories | Level of analysis | Implications for future research |
|---|---|---|---|---|
| LaVan and Lopez | Compares the depth of research on prejudice at the individual, group and organizational levels of analysis across management, psychology and sociology literature. Prejudice in the workplace is under-researched in several areas at each level of analysis | Various | Fields of research on prejudice | This paper highlights the need for more research on various aspects of prejudice. In addition to the forms of prejudice, future research can examine the impact of intersectionality, social movements, trends, and new policies on prejudice in the workplace from a multidisciplinary perspective |
| Kunst, Kirkøen and Mohamdain | Examines how job type and the gender and race of the applicants moderates the relationship among attractiveness, perceived warmth, perceived competence and hireability | Stereotype content model | Individual | Future research should investigate how intersectionality affects hireability across age groups, different contexts like industries and stage of the hiring process |
| Hogue, Knapp, Peck and Landingham | Explains how culture can impact internationalization of prejudice in leaders | Incompleteness thesis (on interaction between culture and mind) | Individual embedded in cultural context | The paper outlined how social movement principles can be applied within organizations to disrupt prejudice. Future research can empirically examine the framework and the effects of suggested interventions |
| Silver, King and Hebl | Conceptual typology organizing leader behaviors to address inequality around constructive and destructive leadership | Social identity | Individual | This paper focused on the marginalized identity of women as leaders; future research can test this framework for applicability to other social identities |
| Whysall and Alistair | Findings from this paper illustrate the subjective nature of decisions about leadership capabilities, which can affect decision-making about leadership performance and prospects for more diversity and equality in leadership | Heuristics and biases (incumbent bias) | Individual | Future research should investigate how formalized performance evaluations for the top management team affects the evaluation process and the diversity of the leadership team. Future research could also examine how transparency and available data affects leadership selection and transitions |
| Zhang, Shin, Choi and Kuper | Explores how marketing orientation influences LGBT-friendly activities | Resource dependence theory Institutional theory Stakeholder theory | Organizational | This paper focused on marketing-oriented firms and LGBT-inclusiveness. Future research could investigate if the relationship holds true for other orientations like entrepreneurial orientation, R&D orientation, production orientation, etc. Future research could also examine if this relationship holds true for inclusion for other marginalized groups |
| Waples and Botsford Morgan | Describes how environmental pressures can motivate organizations to implement changes to address social justice | Institutional Theory | Individual | This paper presents a multi-level model for addressing prejudice; future research should test this model longitudinally to explore the effectiveness of the proposed model for reducing prejudice across levels |
| Cox | Information-deficit models of DEI training are less effective than habit-breaking approaches. | Cognitive behavioral therapy (CBT) | Individual | Future research should test how/if this approach varies across different types of prejudice and bias |