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Multicultural Women in the Workplace: Annotated Bibliography

Studies suggest that multicultural women are less likely to be satisfied with their work environment than other groups of workers due to a perceived lack of control regarding career advancement, repeated discrimination and sexual harassment.

Banerjee, D., & Yang, Y. (2013). Workplace control: Women and minority workers in America.

Sociology Mind, 3(3), 210-216. Retrieved from http://search.proquest.com/docview/1441254163?accountid=458.

This article examines the effects of gender and race on control in the workplace. The authors conducted a study using the 2008 National Study of Changing Workforce (NSCW) data and determined that women perceive to have less control over their workplace as compared to their male counterparts.

Bond, M. A., & Haynes, M. C. (January 01, 2014). Workplace Diversity: A Social-Ecological Framework and Policy Implications. Social Issues and Policy Review, 8(1), 167-201.

This article examines diversification at the work place with a focus on diversity in the light of multicultural aspects and in the context of generally underrepresented traditional groups such as multicultural women. The authors have emphasized on the significance of fostering social processes that dilute the observable diversities and creation of an organizational climate that will support full inclusion of some members of the society who appear dissatisfied by the existing social systems.

Buchanan, N. T., & Fitzgerald, L. F. (2008). Effects of racial and sexual harassment on work and

the psychological well-being of African American women. Journal of Occupational

Health Psychology, 13(2), 137-151. doi:http://dx.doi.org/10.1037/1076-8998.13.2.137

This article discusses research that is being conducted with 91 African American women that were involved in a sexual harassment lawsuit in the workplace. This article underscores how important this research is, particularly among African American women as sexual harassment is a workplace stressor and impacts the psychological well-being of individuals who experience it.

Cobb-Clark, D., & Dunlop, Y. (1999, December). The Role of Gender in Job Promotions.

Monthly Labor Review, 22(12), 32-38. The peer review article examines how there have been no studies of how both sex and ethnicity might affect the incidence of both sexual and ethnic harassment at work. This article represents an effort to fill this gap. Data from employees at five organizations was used to test whether minority women are subject to double jeopardy at work, experiencing the most harassment because they are women and members of a minority group. The results supported this prediction. Women experienced more sexual harassment than men, minorities experienced more ethnic harassment than the majority, and minority women experienced more harassment overall than majority men, minority men, and majority women.

Dean, A., Mills-Strachan, Y., Roberts, A., Carraher, S., & Cash, R. (2009). WOMEN AND

MINORITIES IN CORPORATE AMERICA: AN EMPIRICAL EXAMINATION. Allied Academies International Conference.Academy of Organizational Culture, Communications and Conflict.Proceedings, 14(1), 2-6. Retrieved from http://search.proquest.com/docview/192410538?accountid=458.

The article discusses how women and minorities function in the corporate world. The article points out that women are not as fairly represented in corporate America and references the double standards facing women and minorities. That author further discusses the type of careers minority women have today and how society is slowly is slowly beginning to recognize women and minorities in leadership roles.

Fuchs, D., Tamkins, M. M., Heilman, M. E., & Wallen, A. S. (2004). Penalties for Success: Reactions to Women Who Succeed at Male Gender-Typed Tasks. Journal Of Applied Psychology, 89(3), 416-427. The reference page always begins on the top of the next page after the conclusion.

This article addresses a total of 242 subjects participated in three experimental studies investigating reactions to female success in a male gender-typed job. Results strongly supported the authors' hypotheses, indicating that (a) when women are acknowledged to have been successful, they are less liked and more personally derogated than equivalently successful men (Studies 1 and 2); (b) these negative reactions occur only when the success is in an arena that is distinctly male in character (Study 2); and (c) being disliked can have career-affecting outcomes, both for overall evaluation and for recommendations concerning organizational reward allocation (Study 3). These results support the idea that gender stereotypes can prompt bias in evaluative judgments of women even when these women have proved themselves to be successful and demonstrated their competence.

Greene, D. W. (2011). Black women can't have blonde hair ... in the workplace. The Journal of

Gender, Race, and Justice, 14(2), 405-430. Retrieved from http://search.proquest.com/docview/870360713?accountid=458.

This article discusses the perception of appropriate work attire for women and how a dress code can become an operation of discrimination against certain groups, mainly women of color. The article explores a controversy involving American Airlines’ hairstyle policies which excluded women of color from customer-facing positions.

Holder, A. M. B., Jackson, M. A., & Ponterotto, J. G. (2015). Racial microaggression

experiences and coping strategies of black women in corporate leadership. Qualitative

Psychology, 2(2), 164-180. doi:http://dx.doi.org/10.1037/qup0000024

This article discusses interviews that were conducted with 10 African American women who have positions in corporate America. The purpose of the study is to examine the subtle racism these women face, and the coping strategies they use.

Saunders, K. (January 01, 2016). Women in the Workplace: Feminism’s Potential Impact.

Saunders explains how a woman’s sense of well-being in the work place is deterred mainly because of social issues within the realms of multicultural aspects such as race integration and bicultural issues. Using a feminist ideology, the author has engaged critique on different theories that explain varying degrees of women satisfaction at the workplace.

Van Der Zee, K., Atsma, N., & Brodbeck, F. (2004, May). The Influence of Social Identity and

personality on outcomes of cultural diversity in teams. Journal of Cross-Cultural Psychology, 35(3), 283-303. doi:10.1177/0022022104264123.

The key thing that this article focuses on is what how cultural backgrounds can affect someone in the work place. The article examines the differences in the workplace today as compared to prior decades and focuses how diversity impacts group environments.

Wallace, K. (2015, July 17). Study: Women of color less satisfied at work. CNN News.

Retrieved From http://www.cnn.com/2015/07/17/living/feat-working-mother-media-job-satisfaction-report/index.html.

This article discusses the satisfaction of multicultural women in the workplace. The article outlines study data which indicates that only 29 percent of multicultural women are satisfied with their current place of employment, and only half of multicultural women are satisfied with their ability to move up in the workplace. According to data outlined in the article, the minority population will outnumber whites, as such, it is important that multicultural individuals, especially women, are treated fairly in all industries. Currently, only 39 percent of multicultural women believe that their talent is the first thing noticed by employers. The article explains that the ability to be authentic is important, so important that 91 percent of women who feel they can be authentic in the workplace are satisfied and likely to go above and beyond in job duties.