Editorial: Understanding Barriers to Workplace Equality: A Focus on the Target's Perspective

Frontiers in Psychology

article

Michelle K. Ryan¹  Christopher T. Begeny¹  Renata Bongiorno¹  Teri A. Kirby¹  Thekla Morgenroth¹ 

[1] Department of Psychology, University of Exeter, United Kingdom;Faculty of Economics and Business, University of Groningen

关键词: gender equality;    workplace inequality;    discrimination;    work discrimination;    intersectionality;   

DOI  :  10.3389/fpsyg.2020.01279

学科分类：社会科学、人文和艺术（综合）

来源: Frontiers

【 摘 要 】

The workplace continues to be the site of many group-based inequalities, including unequal rates ofparticipation (e.g., Acker, 2006), biased rewards structures such as promotions and pay gaps (e.g.,Metcalf, 2009), and discriminatory treatment on a day-to-day basis (e.g., Reskin, 2000). Barriersto achieving workplace equality can be overt or subtle; direct or indirect; reside in the workplaceitself, or within society more broadly; and affect people from a range of social groups. Existingresearch has tended to focus on inequality based on gender (e.g., Barreto et al., 2009; Heilman,2012) or people’s racial or ethnic background (e.g., Sørensen, 2004). But there are also substantivebodies of literature examining inequality faced by LGBTQ+ individuals (e.g., Ragins and Cornwell,2001; Hebl et al., 2002), older or younger employees (Diekman and Hirnisey, 2007), pregnantwomen and parents (e.g., Morgenroth and Heilman, 2017; Gloor et al., 2018), those with disabilities(McLaughlin et al., 2004), and those at the intersection of these and other identities (e.g., Ortiz andRoscigno, 2009; Holvino, 2010; Tatli and Özbilgin, 2012).

【 授权许可】

CC BY