Female tokens in high-prestige work groups: Catalysts or inhibitors of group diversification?

By M. Duguid. 2011

139 citations recorded by the source corpus.

Subfields: Experimental and Cognitive Psychology, Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/d43ee77f32fc4958c81062bc523ca614b9487762

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In Experimental and Cognitive Psychology

In Gender Studies

In Sociology and Political Science

Citations in the corpus

The queen bee phenomenon: Why women leaders distance themselves from junior women (2016, background): “…in place to remedy this situation, based on the idea that promoting a small number of women into senior positions in male-dominated organizations − organizations in which most managerial roles are held by men − will automatically improve opportunities for junior women (Duguid, 2011; Mavin, 2008).”
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.”
Women in high places: When and why promoting women into top positions can harm them individually or as a group (and how to prevent this) (2012, background): “Instead, they are consistent with our analysis as well as observations of others (e.g., Duguid, 2011; Hersby et al., 2011) that the queen bee response depends on the degree of representation of women in high places and the experience of gender bias in the organization.”
Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Non-White and Female Leaders? (2017, background): “Correspondingly, this logicmay explainwhy there are so few leaders willing to publicly advocate for non-White or women leaders to be promoted (Ibarra, Carter, & Silva, 2010), and why ethnic minorities andwomen feel threatened at the prospect of hiring a fellow member of their demographic group (Dugu”
Stereotype Threat in Organizations: Implications for Equity and Performance (2015, background): “Criticalmass refers to“the point at which there are enoughminorities in a setting, like a school or workplace, that individual minorities no longer feel uncomfortable there because they areminorities” (Steele 2010, p. 135; see alsoAvery 2003, Cohen&Swim1995, Duguid 2011, Ely 1995, Inzlicht & Ben-Zee”