Skip to main content Accessibility help
×
Home
Hostname: page-component-747cfc64b6-7hjq6 Total loading time: 0.267 Render date: 2021-06-15T12:18:18.367Z Has data issue: true Feature Flags: { "shouldUseShareProductTool": true, "shouldUseHypothesis": true, "isUnsiloEnabled": true, "metricsAbstractViews": false, "figures": true, "newCiteModal": false, "newCitedByModal": true, "newEcommerce": true }

Neo-Activism: Engaging Allies in Modern Workplace Discrimination Reduction

Published online by Cambridge University Press:  07 January 2015

Isaac E. Sabat
Affiliation:
George Mason University
Larry R. Martinez
Affiliation:
The Pennsylvania State University
Jennifer L. Wessel
Affiliation:
The University of Akron
Corresponding
E-mail address:

Abstract

Image of the first page of this article. For PDF version, please use the ‘Save PDF’ preceeding this image.
Type
Commentaries
Copyright
Copyright © Society for Industrial and Organizational Psychology 2013

Access options

Get access to the full version of this content by using one of the access options below.

References

Ashburn-Nardo, L., Morris, K. A., & Goodwin, S. A. (2008). The confronting prejudiced responses (CPR) model: Applying CPR in organizations. Academy of Management Learning & Education, 7, 332342. doi: 10.5465/AMLE.2008.34251671CrossRefGoogle Scholar
Asta, E. L., & Vacha-Haase, T. (2012). Heterosexual ally development in counseling psychologists: Experiences, training, and advocacy. The Counseling Psychologist, 41, 493529. doi: 10.1177/0011000012453174CrossRefGoogle Scholar
Ballard, S. L., Bartle, E., & Masequesmay, G. (2008). Finding queer allies: The impact of ally training and safe zone stickers on campus climate. Retrieved from http://uky.worldcat.org/search?scope=0&qt=wc_org_uky&q=Finding+queer+allies%3A+The+impact+of++%09ally+training+and+safe+zone+stickers+on+campus+climate&oldscope=&dblist=1290&wcsbtn2w=GoGoogle Scholar
Brooks, A. K., & Edwards, K. (2009). Allies in the workplace: Including LGBT in HRD. Advances in Developing Human Resources, 11, 136149. doi: 10.1177/1523422308328500CrossRefGoogle Scholar
Czopp, A. M., Monteith, M. J., & Mark, A. Y. (2006). Standing up for a change: Reducing bias through interpersonal confrontation. Journal of Personality and Social Psychology, 90, 784803. doi: 10.1037/0022-3514.90.5.784CrossRefGoogle ScholarPubMed
Dillon, F. R., Worthington, R. L., Bielston Savoy, H., Rooney, S. C., Becker-Schutte, A. M., & Guerra, R. (2004). On becoming allies: A qualitative study of lesbian-, gay-, and bisexual-affirmative counselor training. Counselor Education and Supervision, 43, 162178. doi: 10.1002/j.1556-6978.2004.tb01840.xCrossRefGoogle Scholar
DiStefano, T. M., Croteau, J. M., Anderson, M. Z., Kampa-Kokesch, S., & Bullard, M. A. (2000). Experiences of being heterosexual allies to lesbian, gay, and bisexual people: A qualitative exploration. Journal of College Counseling, 3, 131141. doi: 10.1002/j.2161-1882.2000.tb00173.xCrossRefGoogle Scholar
Ely, R. J. (1995). The power in demography: Women's social constructions of gender identity at work. Academy of Management Journal, 38, 589634. doi: 10.2307/256740Google Scholar
Evans, N. J. (2002). The impact of an LGBT safe zone project on campus climate. Journal of College Student Development, 43, 522–539. Retrieved from http://www.eric.ed.gov/ERICWebPortal/detail?accno=EJ650166Google Scholar
Gelberg, S., & Chojnacki, J. T. (1995). Developmental transitions of gay/lesbian/bisexual-affirmative, heterosexual career counselors. The Career Development Quarterly, 43, 267273. doi: 10.1002/j.2161-0045.1995.tb00867.xCrossRefGoogle Scholar
Griffith, K. H., & Hebl, M. R. (2002). The disclosure dilemma for lesbians and gay men: Antecedents and consequences of ‘coming out’ at work. Journal of Applied Psychology, 87, 11911199. doi: 10.1037/0021-9010.92.4.1103CrossRefGoogle Scholar
Hyers, L. L. (2010). Alternatives to silence in face-to-face encounters with everyday heterosexism: Activism on the interpersonal front. Journal of Homosexuality, 57, 539565. doi: 10.1080/00918361003608749CrossRefGoogle ScholarPubMed
Ji, P. (2007). Being a heterosexual ally to the lesbian, gay, bisexual, and transgendered community: Reflections and development. Journal of Gay & Lesbian Psychotherapy, 11, 173185. doi: 10.1300/J236v11n03_10CrossRefGoogle Scholar
Ji, P., Du Bois, S. N., & Finnessy, P. (2009). An academic course that teaches heterosexual students to be allies to LGBT communities: A qualitative analysis. Journal of Gay & Lesbian Social Services, 21, 402429. doi: 10.1080/10538720802690001CrossRefGoogle Scholar
Kaiser, C. R., & Miller, C. T. (2001). Stop complaining! The social costs of making attributions to discrimination. Personality and Social Psychology Bulletin, 27, 254263. doi: 10.1177/0146167201272010CrossRefGoogle Scholar
Landrine, H., & Klonoff, E. A. (1996). The schedule of racist events: A measure of racial discrimination and a study of its negative physical and mental health consequences. Journal of Black Psychology, 22, 144168. doi: 10.1177/00957984960222002CrossRefGoogle Scholar
Law, C. L., Martinez, L. R., Ruggs, E. N., Hebl, M. R., & Akers, E. (2011). Transparency in the workplace: How the experiences of transsexual employees can be improved. Journal of Vocational Behavior, 79, 710723. doi: 10.1016/j.jvb.2011.03.018CrossRefGoogle Scholar
Lindsey, A., King, E., Dunleavy, E., McCausland, T., & Jones, K. (2013). What we know and don't: Eradicating employment discrimination 50 years after the Civil Rights Act. Industrial and Organizational Psychology: Perspectives on Science and Practice, 6(4), 391413.CrossRefGoogle Scholar
Mark, A. Y., Monteith, M. J., & Oaks, C. (2007, January). Interpersonal confrontations: Does it matter who confronts and how it is done? Poster presentation presented at the Annual Meeting of the Society of Personality and Social Psychology, Memphis, TN.Google Scholar
Martinez, L. R. (2010). Childhood cancer survivors' workplace experiences. Unpublished master dissertation, Rice University, Houston, TX.Google Scholar
Middleton, V. A., Anderson, S. K., & Banning, J. H. (2009). The journey to understanding privilege: A meta-narrative approach. Journal of Transformative Education, 7, 294311. doi: 10.1177/1541344610386868CrossRefGoogle Scholar
Nkomo, S. M. (1995). Identities and the complexity of diversity. In Jackson, S. E., & Ruderman, M. N. (Eds.), Diversity in work teams: Research paradigms for a changing workplace (pp. 1746). Washington, DC: American Psychological Association.Google Scholar
Ruggs, E. N., Martinez, L. R., & Hebl, M. R. (2011). How individuals and organizations can reduce interpersonal discrimination. Social and Personality Psychology Compass, 5, 2942. doi: 10.1111/j.1751-9004.2010.00332.xCrossRefGoogle Scholar
Ryan, A. M., & Wessel, J. L. (2012). Sexual orientation harassment in the workplace: When do observers intervene? Journal of Organizational Behavior, 33, 488509. doi: 10.1002/job.765CrossRefGoogle Scholar
Shelton, J. N., & Stewart, R. E. (2004). Confronting perpetrators of prejudice: The inhibitory effects of social costs. Psychology of Women Quarterly, 28, 215223. doi: 10.1111/j.1471-6402.2004.00138.xGoogle Scholar
Stevens, L. E., & Fiske, S. T. (1995). Motivation and cognition in social life: A social survival perspective. Social Cognition, 13, 189214. doi: 10.1521/soco.1995.13.3.189CrossRefGoogle Scholar
Swim, J. K., & Hyers, L. L. (1999). Excuse me—what did you just say?!: Women's public and private responses to sexist remarks. Journal of Experimental Social Psychology, 35, 6888. doi: 10.1006/jesp.1998.1370CrossRefGoogle Scholar
Washington, J., & Evans, N. J. (1991). Becoming an ally. In Evans, N. J., & Wall, V. A. (Eds.), Beyond tolerance: Gays, lesbians and bisexuals on campus (pp. 195204). Alexandria, VA: American Association for Counseling and Development.Google Scholar
17
Cited by

Send article to Kindle

To send this article to your Kindle, first ensure no-reply@cambridge.org is added to your Approved Personal Document E-mail List under your Personal Document Settings on the Manage Your Content and Devices page of your Amazon account. Then enter the ‘name’ part of your Kindle email address below. Find out more about sending to your Kindle. Find out more about sending to your Kindle.

Note you can select to send to either the @free.kindle.com or @kindle.com variations. ‘@free.kindle.com’ emails are free but can only be sent to your device when it is connected to wi-fi. ‘@kindle.com’ emails can be delivered even when you are not connected to wi-fi, but note that service fees apply.

Find out more about the Kindle Personal Document Service.

Neo-Activism: Engaging Allies in Modern Workplace Discrimination Reduction
Available formats
×

Send article to Dropbox

To send this article to your Dropbox account, please select one or more formats and confirm that you agree to abide by our usage policies. If this is the first time you use this feature, you will be asked to authorise Cambridge Core to connect with your <service> account. Find out more about sending content to Dropbox.

Neo-Activism: Engaging Allies in Modern Workplace Discrimination Reduction
Available formats
×

Send article to Google Drive

To send this article to your Google Drive account, please select one or more formats and confirm that you agree to abide by our usage policies. If this is the first time you use this feature, you will be asked to authorise Cambridge Core to connect with your <service> account. Find out more about sending content to Google Drive.

Neo-Activism: Engaging Allies in Modern Workplace Discrimination Reduction
Available formats
×
×

Reply to: Submit a response

Please enter your response.

Your details

Please enter a valid email address.

Conflicting interests

Do you have any conflicting interests? *