Michelle C Haynes‐Baratz
Biographic Data
| ID | 6092105 |
|---|---|
| NAME | Michelle C Haynes‐Baratz |
| GIVEN NAMES | Michelle C |
| FAMILY NAME | Haynes‐Baratz |
| SIGNATURE | BARATZ M C H |
| AFFILIATIONS | Department of Psychology and Center for Women and Work University of Massachusetts Lowell Lowell Massachusetts USA |
| ORCID | 0000-0001-7063-5974 |
| VERIFIED | Yes |
| TOTAL WORKS | 2 |
| TOTAL CITATIONS | 12 |
| WORKS AS AUTHOR | 2 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2021 |
| LATEST PUBLICATION YEAR | 2022 |
| H-INDEX | 2 |
Mobilizing bystanders to address microaggressions in the workplace
Microaggressions present significant barriers to the entry and advancement of individuals from marginalized groups within the workplace. Their ubiquity, coupled with their harmful impact, creates an urgent need for organizations to mitigate them to foster truly equitable and inclusive work environments. In this paper, we present a bystander‐focused approach to address this particular form of workplace bias. Informed by the empirical literature an…
Challenging gendered microaggressions in the academy
Despite increasing numbers, women faculty are still underrepresented at higher ranks and in leadership positions in the professoriate. Recent research suggests that gendered microaggressions, a particular expression of subtle gender bias, have a powerful, cumulative negative impact on women faculty’s access to research support and advancement. Bystander interventions are a promising avenue to mitigate their impact. However, little is known about …
Challenging gendered microaggressions in the academy
Despite increasing numbers, women faculty are still underrepresented at higher ranks and in leadership positions in the professoriate. Recent research suggests that gendered microaggressions, a particular expression of subtle gender bias, have a powerful, cumulative negative impact on women faculty’s access to research support and advancement. Bystander interventions are a promising avenue to mitigate their impact. However, little is known about …
Mobilizing bystanders to address microaggressions in the workplace
Microaggressions present significant barriers to the entry and advancement of individuals from marginalized groups within the workplace. Their ubiquity, coupled with their harmful impact, creates an urgent need for organizations to mitigate them to foster truly equitable and inclusive work environments. In this paper, we present a bystander‐focused approach to address this particular form of workplace bias. Informed by the empirical literature an…
Challenging gendered microaggressions in the academy
Despite increasing numbers, women faculty are still underrepresented at higher ranks and in leadership positions in the professoriate. Recent research suggests that gendered microaggressions, a particular expression of subtle gender bias, have a powerful, cumulative negative impact on women faculty’s access to research support and advancement. Bystander interventions are a promising avenue to mitigate their impact. However, little is known about …
Mobilizing bystanders to address microaggressions in the workplace
Microaggressions present significant barriers to the entry and advancement of individuals from marginalized groups within the workplace. Their ubiquity, coupled with their harmful impact, creates an urgent need for organizations to mitigate them to foster truly equitable and inclusive work environments. In this paper, we present a bystander‐focused approach to address this particular form of workplace bias. Informed by the empirical literature an…
Bystander effect (2 works) · Gender Diversity and Inequality (2 works) · Psychology (2 works) · Social Psychology (2 works) · Sociology (2 works) · Action (physics (1 work) · Communication in Education and Healthcare (1 work) · Context (archaeology) (1 work) · Ecology (1 work) · Gender Studies (1 work)