Social identity contingencies: how diversity cues signal threat or safety for African Americans in mainstream institutions.

By Valerie Purdie-Vaughns, C. Steele, Paul G. Davies, Ruth K. Ditlmann, J. Crosby. Journal of Personality and Social Psychology, 2008

781 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/95f9403e6b658714ddfdca17ac94b5274cf8f81f

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Citations in the corpus

Being part of diversity: The effects of an all-inclusive multicultural diversity approach on majority members’ perceived inclusion and support for organizational diversity efforts (2015, background): “…minority members use contextual cues, such as diversity approaches, to determine the safety of their social identity within the organization (e.g., Purdie-Vaughns et al., 2008), research on how susceptible majority members are to organizational diversity approaches is still more scarce (for…”
Examining the Draw of Diversity: How Diversity Climate Perceptions Affect Job‐Pursuit Intentions (2013, background): “…identity in a Human Resource Management DOI: 10.1002/hrm Those higher in OGO are prone to look for organizations that provide and encourage such opportunities, whereas those with lower OGO are unlikely to seek an employer that they perceive to value diversity. setting (Purdie-Vaughns et al., 2008).”
Exploring Identity-Safety Cues and Allyship Among Black Women Students in STEM Environments (2019, background): “…School of Science and Engineering (e.g., “I think I would be treated fairly by students and professors in the School of Science and Engineering”; adapted from Purdie-Vaughns et al., 2008; see Supplemental Materials for all 12 items at http://journals.sage…”
Toward a Critical Race Psychology (2013, background): “Institutionalization of colorblind ideology adversely affects productivity and threatens the identity safety of minority students (e.g., Plaut et al., 2009; Purdie-Vaughns et al., 2008).”
Ambient belonging: how stereotypical cues impact gender participation in computer science. (2009, background): “First, these previous studies portrayed targets (e.g., women) as either underrepresented in that domain (Murphy et al., 2007; Purdie-Vaughns et al., 2008) or in a stereotypical manner (Davies et al., 2002).”
Whitened Résumés (2016, background): “, corporate brochures) and rely on such cues when assessing an employer’s likely treatment of minorities (Purdie-Vaughns et al., 2008).”
But You Don’t Look Like A Scientist!: Women Scientists with Feminine Appearance are Deemed Less Likely to be Scientists (2016, neutral): “…likely because a colorblind company, coupled with numeric underrepresentation of one’s social group, implied that their racial identity was not valued or welcomed and that they would be expected to minimize their social identity and assimilate to the predominant group (Purdie-Vaughns et al. 2008).”
Ingroup Experts and Peers as Social Vaccines Who Inoculate the Self-Concept: The Stereotype Inoculation Model (2011, background): “Parallel findings emerge for racial and ethnic minorities in elite academic and professional environments where their ingroup is scarce (Purdie-Vaughns et al., 2008; Walton & Cohen, 2007, 2011).”
Not welcome here: Discrimination towards women who wear the Muslim headscarf (2013, background): “Both these subtle and overt negative behaviors by those who interact with job seekers can also serve as cues for what the applicants might expect should they be hired, and thus might affect their level of trust in such organizations (Purdie-Vaughns et al., 2008).”