Welcome to the conversation!

Welcome to the conversation!

Harriet Beecher Stowe's (1811-1896) best-selling anti-slavery novel Uncle Tom's Cabin (1852), made her the most famous American woman of the 19th century and galvanized the abolition movement before the Civil War.

The Stowe Center is a 21st-century museum and program center using Stowe's story to inspire social justice and positive change.

The Salons at Stowe programs are a forum to connect the challenging issues (race, gender and class) that impelled Stowe to write and act with the contemporary face of those same issues. The Salon format is based on a robust level of audience participation, with the explicit goal of promoting civic engagement. Recent topics included: Teaching Acceptance; Is Prison the New Slavery; Traces of the Trade: A Story from the Deep North; Creativity and Change; Race, Gender and Politics Today; How to be an Advocate

This blog will expand the reach of these community conversations to the online audience. Add your posts and comments to keep the conversation going! Commit to action by clicking HERE to stay up to date on Salon and social justice news.

For updates on Stowe Center programs and events, sign up for our enews at http://harrietbeecherstowe.org/email.

Tuesday, August 5, 2014

The workplace penalties of advocating for #diversity

According to a new research study conducted by the University of Colorado (below), women and minorities who promote diversity in hiring often receive lower employment reviews as compared to white men who are lauded for the same practices.

The study was authored by David Hekman, assistant professor of management and entrepreneurship at the Leeds School of Business, Maw Der Foo, an associate professor of management and entrepreneurship, and Wei Yang, a CU graduate student. The three researchers conducted two separate tests to determine the impact of valuing diversity on performance ratings. First, the researchers collected information from 362 business executives involved in the same leadership training seminar. The data included assessments of the executives’ attitudes towards diverse hiring and ratings of the executives by their supervisors. Women and nonwhites who placed a high value on diversity were seen as selfish or incompetent.

In the second test, actors were used to portray human resource managers advocating for certain candidates in front of a test audience. Audience members penalized the women and nonwhite managers for advocating for diversity, while the white men were not criticized.

The researchers hypothesized that the penalties women and nonwhites face when attempting to foster diversity contribute to the lack of pay equity among women and minorities and lack of upper-management positions held by women and nonwhites.

What do you think? How can we, as employers or employees, work to mitigate the findings of this report? What are the benefits of having a diverse workplace? What are the biggest challenges in reaching diversity and equity in the corporate or public sphere?

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