Looking beyond gender: The effects of racial differences on tokenism perceptions of women

This study looks beyond gender to explore the impact of the social status of race and of token difference defined by race. In a 2 × 4 design, 53 African American women and 76 white women undergraduates rated a woman target, of the same race as themselves, who was described as being of the same race and gender as the dominant members of her work group or as a token defined by her gender alone, race alone, or both her race and gender. White women tokens were perceived to experience better social relations, more supportive colleagues, and lower stress than African American targets. Across African American and white raters/targets, token representation, defined by any ascribed status, was associated with expected negative tokenism outcomes relative to those projected for dominants. The omnirelevance of race toward understanding tokenism processes is discussed.We wish to thank Marchell Bass, Paulina Beres, Darya Burns, Roy Carrera, Nicole Cassie, Comilita Jackson, Susan Mathews, Pamela Ramsey, Catina Scott, and Aretha Strickland for their invaluable help with data collection and entry. These findings were presented at the meeting of the Midwestern Psychological Association in May 1995 in Chicago.     

Undergraduates regard deviation from occupational gender stereotypes as costly for women

Studies from the 1970s have shown deviation from norms defining the gender-appropriateness of occupations to be costly for both women and men. Two hundred thirty undergraduates wrote open-ended stories and rated a stimulus person, Anne or John, who was described at the top of his/her class in medicine or one of four persistently gender-skewed fields: nursing, day care, electrical engineering, and electrician. Across all five occupations, negative imagery in stories about Anne and John in gender-incongruent occupations disappeared. However, when Anne succeeded in the two currently female-incongruent fields, raters treated her as a personal and social deviate by distancing themselves and by denigrating her role behaviors and personal traits, including her femininity. Parallel costs were not found for John nor were Anne's work-related qualities undermined. Undergraduates expect deviation from occupational gender-types in the 1990s to be personally costly for women, but not for men.The authors wish to thank Peggy Braam for her invaluable help with data collection and entry, and Arnold Kahn, John Zipp, Stephanie Riger, Lynne Berendsen, and Patricia Aniakudo. Parts of this paper were presented at the meetings of the Midwestern Psychological Association in Chicago in May 1993 and at the meetings of the American Psychological Association in Los Angeles in August 1994.     

The responses of African American women firefighters to gender harassment at work

The purpose of the present study is to describe the responses of African American women firefighters to sexual and gender harassment. Surveys and interviews of 22 firefighters nationwide uncovered universal exposure to harassment. Contrary to prior studies, most of which involved white college students and white collar workers, all these firefighters used externally focused, direct response strategies. Nineteen women directly confronted the harasser; of these, ten responded aggressively, including four women who countered physical harassment in kind. Their stories suggested that most found their strategy to be effective at stopping the present harassment and deterring future occurrences. While few firefighters reported positive work relations, these may have been a precursor to, rather than a result of, their direct response patterns.We wish to thank Maureen Aniakudo, Brenda Brooks, and the International Association of Black Professional Firefighters, and Terese Floren and Women in the Fire Service for their invaluable advice and support. This project was supported by funding from the Fromkin Research Grant and Lectureship at the University of Wisconsin—Milwaukee, the Society for the Psychological Study of Social Issues' Grants-in-Aid Program, and the University of Wisconsin System's Institute on Race and Ethnicity.     

MEASURING SEXIST DISCRIMINATION IN THE WORKPLACE

Surveys of 14 African American and 30 White women firefighters support reliability and validity claims for the Sexist Discrimination in the Workplace subscale of the Schedule of Sexist Events, developed by Klonoff and Landrine (1995). The more sexist events at work these women reported in the past year, the lower the perceived valuation of respondents by coworkers and the greater the job stresses associated with token status, with being a pioneering woman and with being treated differently.     

Identity-based motivation and health

People do not always take action to promote health, engaging instead in unhealthy habits and reporting fatalism about health. One important mechanism underlying these patterns involves identity-based motivation (D. Oyserman, 2007), the process by which content of social identities influences beliefs about in-group goals and strategies. Seven studies show the effect of identity-based motivation on health. Racial-ethnic minority participants view health promotion behaviors as White middle class and unhealthy behaviors as in-group defining (Studies 1 and 2). Priming race-ethnicity (and low socioeconomic status) increases health fatalism and reduces access to health knowledge (Studies 3 and 4). Perceived efficacy of health-promoting activities is undermined when racial-ethnic minority participants who identify unhealthy behavior as in-group defining are asked to consider their similarities to (middle-class) Whites (Studies 5-7).     

Does “Making a Difference” Still Make a Difference?: A Textbook Author’s Reflections

Drawing on my experiences with teaching Psychology of Women and writing three editions of a textbook across two decades starting in 1990, I reflect on the core feminist call to make the personal political. By tracing the chronology and interplay of my textbook writing with my teaching, research, and editing, I speculate about an apparent disconnection between my experiences and research with students (who embrace the feminist call to make a difference) and the textbook market to veer toward less women-centeredness and activism in the pursuit of gender studies. I make my case that the activist goal of making a difference continues to make a difference in individual women’s lives, in women’s relationships, and in a social justice agenda.     

Empirical Guidance for Time-Window Sequential Analysis of Single Cases

Time-window sequential analyses test whether a target behavior occurs within a temporal window (e.g., within 2 seconds) after an antecedent behavior more than is expected by chance. This type of question is common when we need to know how one person or event may immediately affect another event or person in the natural environment. Theoretically, the significance of sequential associations from time-window analysis can be tested on the single subject level (Bakeman & Quera, 1995). The present Monte Carlo study was conducted to test the Type I error rates and the difference in sequential associations derived from four methods of time-window sequential analysis. The four methods vary according to whether they analyze the duration of antecedent and target behaviors. The results indicate that time-window sequential analysis method is generally valid. The results were most accurate when antecedent duration and target onset was analyzed. Although analyzing duration of the antecedent did affect the results, the effect size for the difference in results due to presence or absence of measuring duration of the antecedent was extremely small. Time-window analysis results appear unaffected by the decision to analyze the duration of the target event.