Workplace harassment: double jeopardy for minority women.

By Jennifer L. Berdahl, Celia Moore. Journal of Applied Psychology, 2006

608 citations recorded by the source corpus.

Subfields: Gender Studies, Law, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/5721cc62c8cd71e5302330dd2d4a1ab0b38f5553

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Citations in the corpus

Sexual Harassment Mythology: Definition, Conceptualization, and Measurement (2008, background): “Thus, most of the existing literature suggests that women are more likely than men are to be sexually harassed in the workplace—and that sexual harassment is more likely to be perpetrated by men than women (Berdahl 2007; Berdahl and Moore 2006; Cortina et al. 2002; Magley et al. 1999; U.S. Merit Sys”
Double jeopardy in astronomy and planetary science: Women of color face greater risks of gendered and racial harassment (2017, background): “…at the targeting that can occur among those with multiple marginality, particularly the “double jeopardy” frequently described for women of color [Berdahl and Moore, 2006; Buchanan and Fitzgerald, 2008; Carter, 1988; Kabat-Farr and Cortina, 2012; Williams et al., 2014], as well as those…”
Comparing Sexual Harassment Subtypes Among Black and White Women by Military Rank: Double Jeopardy, the Jezebel, and the Cult of True Womanhood (2008, background): “Many studies find that Black women have higher rates of sexual harassment compared to White women (Berdahl & Moore, 2006; Bergman & Drasgow, 2003; Cortina et al., 1998; Kalof et al., 2001), whereas others report that they have similar or lower rates (Frank et al., 1998; Gruber, 2003; Piotrkowski,…”
Harassment Based on Sex: Protecting Social Status in the Context of Gender Hierarchy (2007, background): “This can even take the form of “not man enough” harassment against women who are told they are not tough enough, or are too sensitive, for the job ( Berdahl & Moore, 2006 ).”
Service employees and self-verification: The roles of occupational stigma consciousness and core self-evaluations (2014, background): “An individual’s gender, race (1 = Caucasian; 0 = Minority), and age are attributes that may be stigmatized by the public or in the workplace (Berdahl and Moore, 2006; Posthuma and Campion, 2009) and could contribute to participants’ perceptions that their jobs are stigmatized.”
Personal and workgroup incivility: impact on work and health outcomes. (2008, background): “Studies have consistently found that women are more likely than men to rate potentially harassing or uncivil conduct at work as offensive, inappropriate, or insulting (e.g., Berdahl & Moore, 2006; Konrad & Gutek, 1986; Montgomery et al., 2004).”
Epistemic Exclusion of Women Faculty and Faculty of Color: Understanding Scholar(ly) Devaluation as a Predictor of Turnover Intentions (2021, unknown): “…that due to their low social status and negative stereotypes about their racial and gender groups, women of color will experience more frequent mistreatment (e.g., Berdahl & Moore, 2006; Cortina et al., 2013), which has been supported in studies of faculty of color (e.g., Griffin et al., 2011).”
New Generation, Great Expectations: A Field Study of the Millennial Generation (2010, background): “notable that minority women placed a greater emphasis on opportunities for advancement, perhaps recognizing the fact that they face ‘‘double jeopardy’’ in the workplace on account of gender and racial discrimination (Beal 2008; also see Berdahl and Moore 2006 for a review on double”
Sexual harassment in work organizations: A view from the 21st century. (2018, background): “In research within Canadian organizations, Berdahl and Moore (2006) found women employees reporting more sex-based harassment than men, and employees of color reported more race-based harassment than their White counterparts; the net result was that women of color described more harassment at work…”
Countries and Cultural Differences in the Stigma of Mental Illness: The East–West Divide (2020, background): “Prior work on the “double jeopardy” hypothesis (Berdahl & Moore, 2006; Turan et al., 2019)—which reported higher prejudice and discrimination toward individuals with multiple (vs. single) stigmatized identities—in Western countries found that individuals with mental illness are more stigmatized…”
AN EXAMINATION OF WHETHER AND HOW RACIAL AND GENDER BIASES INFLUENCE CUSTOMER SATISFACTION (2010, background): “Relatedly, we also did not test or report whether nonwhite women face a double jeopardy (Berdahl & Moore, 2006) in terms of customer satisfaction to maintain compliance with the five to one rule of thumb (i.e. we were not able to test the three-way interactions involving employee objective…”
Putting People Down and Pushing Them Out: Sexual Harassment in the Workplace (2021, background): “Relatedly, the double-jeopardy hypothesis maintains that individuals occupying multiple categories of disadvantage—such as women of color—face a “double whammy of discrimination” (Berdahl & Moore 2006, p. 427).”
Perceived Age, Gender, and Racial/Ethnic Discrimination in Europe: Results from the European Social Survey (2014, background): “…several studies that have examined the interaction between sexism and racism have suggested that women of color experience the most discrimination (Berdahl & Moore, 2006; Sanchez-Hucles, 1997; Thomas, Witherspoon, & Speight, 2008), whereas others have argued that men of color are more likely to…”
Intersectional Invisibility: The Distinctive Advantages and Disadvantages of Multiple Subordinate-Group Identities (2008, background): “Given that evidence can be cited to support both the double jeopardy hypothesis (Berdahl and Moore 2006; Gonzales et al. 2002) and the SMTH (Sidanius and Pratto 1999), the debate about whether members of multiple subordinate groups (e.g., African-American women, lesbians) are ultimately worse off…”