The Impact of Categorical Status, Numeric Representation, and Work Group Prestige on Preference for Demographically Similar Others: A Value Threat Approach

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Managers’ Political Beliefs and Gender Inequality among Subordinates: Does His Ideology Matter More Than Hers? (2018, unknown): “A promising avenue might combine the insights of Duguid (2011), Duguid, Loyd, and Tolbert (2012), and Srivastava and Sherman (2015) with the theory we develop in this paper.”
By Whom and When Is Women’s Expertise Recognized? The Interactive Effects of Gender and Education in Science and Engineering Teams (2014, background): “This research implies that female actors are less likely to value the skills and expertise of ingroup members and more likely to value the expertise of out-group members (Bettencourt et al., 2001; Chattopadhyay, Tluchowska, and George, 2004; Derks et al., 2011; Duguid, Loyd, and Tolbert, 2012).”
Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Non-White and Female Leaders? (2017, background): “, bosses providing performance reviews) have been found to rely most heavily on stereotypical race- and sex-based judgmentswhendefining employee performance is highly ambiguous (Bertrand &Mullainathan, 2004; Goldin & Rouse, 2000)orwhenaparticularwork role tends tobe dominated byWhite men (Duguid et ”