This document discusses how trauma can affect individuals differently depending on factors like type of trauma, age, culture, and spirituality. It provides examples of types of trauma like physical, sexual, or emotional abuse. Trauma can cause neurological disorders like PTSD and affect brain development. Treatment options discussed include medications, therapies like CBT, and how spirituality may help healing. The document also discusses how trauma may impact children's emotional and educational development. It notes trauma affects individuals and cultures differently but can be treated.
The Positive Effects OF Christian Beliefs after Psychological and Emotional T...Reisha Bernard
Christian beliefs can positively impact healing from emotional and psychological trauma through several mechanisms. Beliefs shape one's mindset and ability to cope. Core Christian doctrines like God's love, plan, and forgiveness provide comfort and perspective during difficult times. Engaging in spiritual practices like prayer, reading scripture, church community, and worship have been shown to reduce stress and trauma symptoms while strengthening the brain. Embracing the healing process and finding purpose through one's faith can help individuals transcend trauma over time. Studies support that religious coping through Christianity is associated with better mental and physical well-being after crises or distressing events.
The document reviews several topics related to mental health models, including:
1) Participants will review the medical model of mental health and evaluate the Positive Psychology model, as well as consider cultural models of mental health and the impacts of biofeedback research.
2) The DSM editions are discussed in the context of defining mental illness and disorders. Positive Psychology is introduced as the scientific study of strengths and virtues that allow individuals and communities to thrive.
3) Research on positive psychotherapy found it relieved depressive symptoms better than treatment as usual or antidepressant drugs alone. Focusing on building strengths can help suffering people more than focusing solely on treating disorders.
Bipolar depression is a debilitating mental illness that affects around 2.6% of adults in the United States. It involves alternating periods of mania and depression. If left untreated, bipolar depression can lead to suicidal thoughts or actions. Effective treatment involves therapy and medication to stabilize moods and prevent episodes. Proper diagnosis is also important and involves assessing symptoms over time according to standardized diagnostic criteria.
Bipolar depression is a debilitating mental illness that affects approximately 5.7 million adults in the United States. It involves extreme shifts in mood from excessive highs to severe lows. If left untreated, bipolar depression can lead to suicidal thoughts or actions. Effective treatment requires a combination of medication and psychotherapy to manage symptoms and prevent mood episodes.
What is it that moves a person to give up their time, money, and even safety to relieve another person's suffering? Compassion is the key. Human suffering is inevitable, but our ability to understand and sympathize with the plight and circumstances of other people can play a major role in whether we take action to relieve this suffering. Compassion is also a highly valued quality. Religions stress the importance of compassion, while people often list characteristics such as "kind" and "compassionate" as what they look for in a potential partner.
This document discusses abnormal psychology and different therapeutic processes. It begins by defining normal and abnormal psychology and how they relate to cultural values and societal acceptance. Two specific mental disorders are then examined: general anxiety disorder and post-traumatic stress disorder. The document outlines several therapeutic approaches used to treat mental illnesses, including psychodynamic, cognitive-behavioral, exposure, and humanistic therapies. It emphasizes that therapy can help individuals better understand and cope with their disorders to live fulfilled lives.
Employing Psychological Theory to Address Psychological Needs of Men with PTSTHMENI
With reference to relevant research, critically examine the application of psychological theory in relation to the psychological needs and clinical experience of one clinically relevant client group
Effects of trauma on implicit emotion regulation within a family system a res...Michael Changaris
This paper explores emotion regulation, family functioning, PTSD, impact of moral development and points to family therapy techniques to re-establish health in the family.
The Positive Effects OF Christian Beliefs after Psychological and Emotional T...Reisha Bernard
Christian beliefs can positively impact healing from emotional and psychological trauma through several mechanisms. Beliefs shape one's mindset and ability to cope. Core Christian doctrines like God's love, plan, and forgiveness provide comfort and perspective during difficult times. Engaging in spiritual practices like prayer, reading scripture, church community, and worship have been shown to reduce stress and trauma symptoms while strengthening the brain. Embracing the healing process and finding purpose through one's faith can help individuals transcend trauma over time. Studies support that religious coping through Christianity is associated with better mental and physical well-being after crises or distressing events.
The document reviews several topics related to mental health models, including:
1) Participants will review the medical model of mental health and evaluate the Positive Psychology model, as well as consider cultural models of mental health and the impacts of biofeedback research.
2) The DSM editions are discussed in the context of defining mental illness and disorders. Positive Psychology is introduced as the scientific study of strengths and virtues that allow individuals and communities to thrive.
3) Research on positive psychotherapy found it relieved depressive symptoms better than treatment as usual or antidepressant drugs alone. Focusing on building strengths can help suffering people more than focusing solely on treating disorders.
Bipolar depression is a debilitating mental illness that affects around 2.6% of adults in the United States. It involves alternating periods of mania and depression. If left untreated, bipolar depression can lead to suicidal thoughts or actions. Effective treatment involves therapy and medication to stabilize moods and prevent episodes. Proper diagnosis is also important and involves assessing symptoms over time according to standardized diagnostic criteria.
Bipolar depression is a debilitating mental illness that affects approximately 5.7 million adults in the United States. It involves extreme shifts in mood from excessive highs to severe lows. If left untreated, bipolar depression can lead to suicidal thoughts or actions. Effective treatment requires a combination of medication and psychotherapy to manage symptoms and prevent mood episodes.
What is it that moves a person to give up their time, money, and even safety to relieve another person's suffering? Compassion is the key. Human suffering is inevitable, but our ability to understand and sympathize with the plight and circumstances of other people can play a major role in whether we take action to relieve this suffering. Compassion is also a highly valued quality. Religions stress the importance of compassion, while people often list characteristics such as "kind" and "compassionate" as what they look for in a potential partner.
This document discusses abnormal psychology and different therapeutic processes. It begins by defining normal and abnormal psychology and how they relate to cultural values and societal acceptance. Two specific mental disorders are then examined: general anxiety disorder and post-traumatic stress disorder. The document outlines several therapeutic approaches used to treat mental illnesses, including psychodynamic, cognitive-behavioral, exposure, and humanistic therapies. It emphasizes that therapy can help individuals better understand and cope with their disorders to live fulfilled lives.
Employing Psychological Theory to Address Psychological Needs of Men with PTSTHMENI
With reference to relevant research, critically examine the application of psychological theory in relation to the psychological needs and clinical experience of one clinically relevant client group
Effects of trauma on implicit emotion regulation within a family system a res...Michael Changaris
This paper explores emotion regulation, family functioning, PTSD, impact of moral development and points to family therapy techniques to re-establish health in the family.
A brief description of your employment historyYour career .docxsodhi3
A brief description of your employment history
Your career goals (both short and long term)
Tell me about a leader you look up to. This can be someone you know or don't know, famous or familiar to you, and can even be a TV/Movie character and does not need to real. Describe what this person does makes them your role model.
(My name is Danny Z. i'm a full time student )
.
A budget is a plan expressed in dollar amounts that acts as a ro.docxsodhi3
A budget is a plan expressed in dollar amounts that acts as a road map to carry out an organization’s objectives, strategies and assumptions. There are different types of budgets that healthcare organization use to manage its financial and managerial goals and obligations.
Discuss the difference between an operating budget and a capital budget. What are the steps in creating each budget?
At least 150 words; APA Format
.
A 72-year-old male with a past medical history for hypertension, con.docxsodhi3
A 72-year-old male with a past medical history for hypertension, congestive heart failure, chronic back pain, and diabetes is admitted to the hospital for hypotension suspected from a possible accidental overdose. What are the criteria for discharge? Explain the importance of utilizating hospital recommendations and teachings. List some meaningful community resources in the response.
.
a able aboutaccomplishaccomplishmentachieveachieving.docxsodhi3
a
able
about
accomplish
accomplishment
achieve
achieving
action
affect
affects
against
all
always
and
any
are
around
as
backs
be
because
become
becoming
being
believe
big
bring
broke
by
can
challenges
chance
change
choice
come
consistent
could
day
deal
desperate
desperation.
determination
did
didn’t
disciplining
do
does
doesn’t
don’t
dreams
each
easy
end
enough
even
every
everyone
everything
fail
failing
failure
far
feel
financial
first
fitness
from
fulfilled
full
get
go
goal
goals
had
have
help
how
hundreds
if
importantly
in
inspiration.
inspire
into
is
it’s
just
kind
knees
learn
Learning
life
lives
living
lucky
many
massive
matter
may
miss
more
most
motivated
No
not
Now
of
one
or
other
others
our
over
own
people
people’s
possibility
possibly
poverty
power
problem
pursue
putting
quitting
realize
reason
regret
regrets
said
same
second
see
setbacks
should
sick
small
so
someone
something
spring
start
stories
success
successful
take
taking
than
that
The
their
themselves
there
these
they
things
think
thought
to
too
towards
trouble
trying
two
up
wall
wanted
was
we
Well
went
what
when
Whether
who
Why
will
with
with
won’t
words
you
your
yourself
Code of Ethics: This is a synopsis of some of the most important ethical
considerations you need to be aware of as a professional in the real estate
industry.
Terminology:
Agency: The fiduciary relationship created between a principal and an agent whereby the agent
can act on behalf of the principle for certain transactions. Agency is usually created when the
principal signs a listing agreement to list their property for sale or a management contract to rent
a property for instance.
Agent: The broker or sales associate acting on behalf of the principal (see Agency)
Client: The person with whom the broker or sales associate has a legal contract to represent.
Customer: Is not contractually bound to the industry professional
Principal: Person who hires an agent to act on his or behalf.
Code of Ethics:
#1: The agent has a responsibility to promote the interests of their client(s) and treat all involved
in any real estate transaction in an honest and fair manner. They must disclose if they are a
dual agent (representing both buyer and seller in a transaction) or a designated agent
(represent either the buyer or seller depending on state law), or they are a limited representative
(will provide only certain duties in the transaction per state law).
#2: Agents must openly acknowledge to clients any personal interest they might have in any
transaction prior to showing a property; they must acknowledge any personal relationships
involved. Ex: Agent says, “I want to disclose to you before we look at it, that this property
belongs to is my brother and my sister in-law is his agent.”
#3: The Agent will not allow anyone that is not pre-authorized by the owner, to access the
property of the client.
#4: Never overstate benefits or attributes of a property or opportun.
a brief explanation of the effect of Apartheid in South Africa. Prov.docxsodhi3
a brief explanation of the effect of Apartheid in South Africa. Provide two specific examples that demonstrate how people adapted. Finally explain the impact and implications of the changes we have seen in recent years. Cite specific cases. Your original post must be no less than 600 words.
.
A 32-year-old female presents to the ED with a chief complaint of fe.docxsodhi3
A 32-year-old female presents to the ED with a chief complaint of fever, chills, nausea, vomiting, and vaginal discharge. She states these symptoms started about 3 days ago, but she thought she had the flu. She has begun to have LLQ pain and notes bilateral lower back pain. She denies dysuria, foul-smelling urine, or frequency. States she is married and has sexual intercourse with her husband. PMH negative.
Labs: CBC-WBC 18, Hgb 16, Hct 44, Plat 325, Neuts & Lymphs, sed rate 46 mm/hr, C-reactive protein 67 mg/L CMP wnl
Vital signs T 103.2 F Pulse 120 Resp 22 and PaO2
99% on room air. Cardio-respiratory exam WNL with the exception of tachycardia but no murmurs, rubs, clicks, or gallops. Abdominal exam + for LLQ pain on deep palpation but no rebound or rigidity. Pelvic exam demonstrates copious foul-smelling green drainage with reddened cervix and + bilateral adenexal tenderness. + chandelier sign. Wet prep in ER + clue cells and gram stain in ER + gram negative diplococci.
Develop a 1- to 2-page case study analysis, examining the patient symptoms presented in the case study. Be sure to address the following as it relates to the case you were assigned (omit section that does not pertain to your case, faculty will give full points for that section).
The sections that you are to omit are for the above case study are: 1. Explain why prostatitis and infection happen. Also explain the causes of systemic reaction, 2. Explain why a patient would need a splenectomy after a diagnosis of ITP, and 3. Explain anemia and the different kinds of anemia (i.e., micro and macrocytic).
In your Case Study Analysis related to the scenario provided, explain the following:
The factors that affect fertility (STDs).
Why inflammatory markers rise in STD/PID.
Why prostatitis and infection happens. Also explain the causes of systemic reaction.
Why a patient would need a splenectomy after a diagnosis of ITP.
Anemia and the different kinds of anemia (i.e., micro and macrocytic).
PLEASE ANSWER IN DETAIL ALL OF THE ABOVE
.
A 4 years old is brought to the clinic by his parents with abdominal.docxsodhi3
A 4 years old is brought to the clinic by his parents with abdominal pain and a poor appetite. His mother states, “He cries when I put him on the toilet.”
1. What other assessment information would you obtain?
2. What interventions may be necessary for this child?
3. What education may be necessary for this child and family?
Your responses must be at least 150 words total.
.
A 19-year-old male complains of burning sometimes, when I pee.”.docxsodhi3
A 19-year-old male complains of “burning sometimes, when I pee.” He is sexually active and denies using any contraceptive method. He denies other symptoms, significant history, or allergies.
From the information provided, list your differential diagnoses in the order of “most likely” to “possible but unlikely.”
.
A 34-year-old trauma victim, the Victor, is unconscious and on a.docxsodhi3
A 34-year-old trauma victim, the Victor, is unconscious and on a ventilator. He was admitted yesterday, and his condition remains critical. His religious affiliation is unknown; however, he has a tattoo of a crucifix.
What can the nurse do to assess and integrate spirituality into Victor’s care? If the family is in another state what can the nurse do to integrate the family into the care?
Your initial post must include a minimum of 300 words and include proper grammar, punctuation, and reference(s).
.
A 27-year-old Vietnamese woman in the delivery room with very st.docxsodhi3
A 27-year-old Vietnamese woman in the delivery room with very strong and closely spaced contractions. The baby was positioned a little high and there was some discussion of a possible c- section. Despite her difficulties, she cooperates with the doctor's instructions and labors in silence. The only signs of pain or discomfort were her look of concentration and her white knuckles.
· Should she be offered pain medication when she is not showing a high level of pain? Why or why not?
350 words
APA
.
A 25 year old male presents with chronic sinusitis and allergic .docxsodhi3
A 25 year old male presents with chronic sinusitis and allergic rhinitis.
Define adaptive vs. acquired immunity.
Discuss the genetic predisposition of allergens.
Describe the antigen-antibody response.
What is the pathology of sinusitis?
Expectations
Initial Post of Case Study:
Due: Saturday, 11:59 pm PT
Length: A minimum of 250 words, not including references
Citations: At least one high-level scholarly reference in APA from within the last 5 years
Peer Responses:
Due: Monday, 11:59 pm PT
Number: A Minimum of 2 to Peer Posts, at least one on a different day than the main post
Length: A minimum of 150 words per post, not including references
Citations: At least one high-level scholarly reference in APA per post from within the last 5 years
Discussion: Respond to Posts in Your Own Thread
.
A 500-700 word APA formatted PaperInclude 2 sources on your re.docxsodhi3
A 500-700 word APA formatted Paper
Include 2 sources on your reference page in addition to your textbook "
We the People
."
Select one issue area: CIVIL RIGHTS
Research which interest groups represent your issue area
Examine the membership and benefits of groups
Provide data on how much groups contribute to politicians
Discuss legislation the groups helped influence
Include reference page
Submit
your summary in APA format clicking on the assignment in Canvas and uploading your document. Be sure whichever assignment version you choose has an introduction, clear focus, conclusion, and references. Include a reference page for the video clip if that’s what you decide to prepare.
.
A 65-year-old obese African American male patient presents to his HC.docxsodhi3
A 65-year-old obese African American male patient presents to his HCP with crampy left lower quadrant pain, constipation, and fevers to 101˚ F. He has had multiple episodes like this one over the past 15 years and they always responded to bowel rest and oral antibiotics. He has refused to have the recommended colonoscopy even with his history of chronic inflammatory bowel disease (diverticulitis), sedentary lifestyle, and diet lacking in fiber. His paternal grandfather died of colon cancer back in the 1950s as well. He finally underwent colonoscopy after his acute diverticulitis resolved. Colonoscopy revealed multiple polyps that were retrieved, and the pathology was positive for adenocarcinoma of the colon.
Develop a 1- to 2-page case study analysis in which you:
Explain why you think the patient presented the symptoms described.
Identify the genes that may be associated with the development of the disease.
Explain the process of immunosuppression and the effect it has on body systems.
.
A 5-year-old male is brought to the primary care clinic by his m.docxsodhi3
A 5-year-old male is brought to the primary care clinic by his mother with a chief complaint of bilateral ear pain with acute onset that began “yesterday.” The mother states that the child has been crying frequently due to the pain. Ibuprofen has provided minimal relief. This morning, the child refused breakfast and appeared to be “getting worse.”
Vital signs at the clinic reveal HR 110 bpm, 28 respiratory rate, and tympanic temperature of 103.2 degrees F. Weight is 40.5 lbs. The mother reports no known allergies. The child has not been on antibiotics for the last year. The child does not have history of OM. The child is otherwise healthy without any other known health problems.
Physical examination reveals: Vital signsl HR 110 bpm, 28 respiratory rate, and tympanic temperature of 103.2 degrees F. Weight is 40.5 lbs. Bilateral TMs are bulging with severe erythematous. Pneumatic otoscopy reveals absent mobility. Ear canals are nomal.
After your questioning and examination, you diagnose this child with bilateral Acute Otitis Media.
.
92 S C I E N T I F I C A M E R I C A N R e p r i n t e d f r.docxsodhi3
92 S C I E N T I F I C A M E R I C A N R e p r i n t e d f r o m t h e O c t o b e r 1 9 9 4 i s s u e
ome creators announce their inventions with grand
éclat. God proclaimed, “Fiat lux,” and then flooded
his new universe with brightness. Others bring forth
great discoveries in a modest guise, as did Charles
Darwin in defining his new mechanism of evolu-
tionary causality in 1859: “I have called this principle, by which
each slight variation, if useful, is preserved, by the term Natur-
al Selection.”
Natural selection is an immensely powerful yet beautifully
simple theory that has held up remarkably well, under intense
and unrelenting scrutiny and testing, for 135 years. In essence,
natural selection locates the mechanism of evolutionary change
in a “struggle” among organisms for reproductive success, lead-
ing to improved fit of populations to changing environments.
(Struggle is often a metaphorical description and need not be
viewed as overt combat, guns blazing. Tactics for reproductive
success include a variety of nonmartial activities such as earlier
and more frequent mating or better cooperation with partners
in raising offspring.) Natural selection is therefore a principle of
local adaptation, not of general advance or progress.
Yet powerful though the principle may be, natural selection
is not the only cause of evolutionary change (and may, in many
cases, be overshadowed by other forces). This point needs em-
phasis because the standard misapplication of evolutionary the-
ory assumes that biological explanation may be equated with
devising accounts, often speculative and conjectural in practice,
about the adaptive value of any given feature in its original en-
vironment (human aggression as good for hunting, music and
religion as good for tribal cohesion, for example). Darwin him-
self strongly emphasized the multifactorial nature of evolu-
tionary change and warned against too exclusive a reliance on
natural selection, by placing the following statement in a max-
imally conspicuous place at the very end of his introduction: “I
am convinced that Natural Selection has been the most impor-
tant, but not the exclusive, means of modification.”
Reality versus Conceit
N A T U R A L S E L E C T I O N is not fully sufficient to explain evo-
lutionary change for two major reasons. First, many other caus-
es are powerful, particularly at levels of biological organization
both above and below the traditional Darwinian focus on or-
ganisms and their struggles for reproductive success. At the low-
est level of substitution in individual base pairs of DNA, change
is often effectively neutral and therefore random. At higher lev-
els, involving entire species or faunas, punctuated equilibrium
can produce evolutionary trends by selection of species based
on their rates of origin and extirpation, whereas mass extinc-
tions wipe out substantial parts of biotas for reasons unrelat-
ed to adaptive struggles of constituent species in “normal”
t.
a 100 words to respond to each question. Please be sure to add a que.docxsodhi3
a 100 words to respond to each question. Please be sure to add a question and answer a fellow student's question.
Q1. Mead argues that most human understanding of the "self" of animals is fallacious. What is his argument, please explain.
Q2. What does Lacan mean by the subject's assumption of the imago in the short excerpt from the Mirror Stage?
.
A 12,000 word final dissertation for Masters in Education project. .docxsodhi3
A 12,000 word final dissertation for Master's in Education project. A UK L7 writing.
Submitting the dissertation
The dissertation will be submitted online via
blackboard.
Presentation Style
Your research project needs to be clearly presented:
·
The front page should include your
name, project title (around 15 words), your supervisor’s name, the date it
was completed;
·
Work should be presented single
sided, in Arial, minimum font size 11 and be one and a half spaced;
·
A contents page detailing the section
and any tables/charts should be included;
·
Any quotes of less than 12 words
should be identified by quotation marks and kept as part of the paragraph text;
·
Quotes of 12 words and above should
be separated out from the text, indented on the left and right and be displayed
in italics (no quotation marks required);
·
All tables and charts should be
numbered appropriately and have a title;
·
Each section of your project should
be started on a new page;
·
All pages should be numbered;
·
Each section should be numbered (e.g.
1. Introduction) and any charts/graphs within the section should be numbered
accordingly. For example if you are writing about something in section 4.1 (the
first sub-section) then the first chart or graph would be 4.11. So charts and
graphs (if included) are numbered according to the section/sub-section.
Word limit
The project should be written up in
no more than 12,000
words
. This includes everything except the reference list, any appendices
and acknowledgements.
A
final checklist:
1.
Does
your abstract say succinctly what the project set out to do and what has been
found?
2.
Does
your contents page signpost chapter subheadings as well as chapter headings?
3.
Has
your introduction made clear the sub questions/objectives you are addressing in
this enquiry
4.
Is
a framework presented in your lit review chapter and a methodological approach
presented in your methodology chapter, and is it clear how this framework and
methodology inform your data collection, presentation of findings and
discussion and reflections? Have you discussed your positionality?
5.
Does
your discussion chapter relate closely to the data in your results chapter and
tie back to the literature in your literature review?
6.
Have
you answered your research questions?
7.
Have
you carefully considered any ethical implications of your research?
8.
Have
you included a signed, anonymised ethics form in the appendix?
9.
Does
your conclusion summarise what has been found out about the questions you set
yourself in your introduction?
10.
Have you kept to the 12,000 word
limit?
11.
Have you met
all
the assessment criteria?
M
odule
Bibliogr
a
p
h
y
Compulsory
reading:
B
r
y
m
an
,
A
.
(
20
1
6
)
.
S
o
ci
a
l
r
e
s
ea
r
ch
m
e
t
h
o
d
s
(
5
t
h
e
d
.
)
.O
x
f
o
rd
:
O
x
f
o
r
d
U
n
i
v
e
r
sity
P
r
e
ss.
Further optional reading
:
A
l
de
r
s
o
n
,
P
.
&
M
o
rr
o
w
,
V
.
(2
011
)
.
T
h
.
9/18/19
1
ISMM1-UC 752:
SYSTEMS ANALYSIS
Fall 2019 – Lecture 3
Instructor: Dr. Antonios Saravanos
Incremental Model
• Development and delivery of
functionality occurs in increments
• Works well when requirements are
known beforehand
• Projects are broken down into sub-
projects
Source: Project Management for IT-Related Projects (p.
18)
2
9/18/19
2
Incremental Cycle
Incremental Model
9/18/19
3
Iterative Model
• Ideal for situations where not all requirements are
known up front
• Need for development to begin as soon as possible
Source: Project Management for IT-Related Projects (p. 19)
5
Iterative Cycle
9/18/19
4
Iterative Model
Incremental vs. Iterative
• Incremental fundamentally means
add onto. Incremental development
helps you improve your process.
• Iterative fundamentally means re-
do. Iterative development helps you
improve your product.
9/18/19
5
• Is iterative and incremental the
same thing?
Incremental vs. Iterative
Source: http://www.applitude.se/images/inc_vs_ite.png
10
9/18/19
6
Iterative and Incremental Combined
A Simple Software Development Method
• Initial Planning
• Design
• Implementation
• Testing
Source: Making Things Happen: Mastering Project Management (p. 30)
12
n
9/18/19
7
Alistair Cockburn
• What’s Alistair’s take on Iterative vs. Incremental?
Incremental vs. Iterative
• in incremental development, you do each of those
activities multiple times … that is, you go around the
requirements – design – programming – testing –
integration – delivery cycle multiple times. You
“iterate” through that cycle multiple times. (“iterate” –
get it? sigh…)
• in iterative development, you also do each of those
activities multiple times … you go around the
requirements – design – programming – testing –
integration – delivery cycle multiple times. You
“iterate” through that cycle multiple times. By Gummy!
Both of those are “iterative” development! WOW!
9/18/19
8
Incremental vs. Iterative (cont’d)
• Of course, the $200,000 question is,
do you repeat the cycle “on the same
part of the system you just got done
with” or “on a new part of the
system”? How you answer that
question yields very different results
on what happens next on your
project.
Roles
• Product Owner (Business)
– Represents the customer
– Controls the product backlog
– Signs off on deliverables
• The Scrum Master
– Ensures scrum values are understood and kept
– Tracks progress and finds ways to overcome obstacles
• The Development Team
– The people actually responsible for delivering the system
– Self-organizing unit
– Members of the team are generalists not specialists
• Cross functional (Each member of the team knows all aspects of the
product that is being developed)
16
9/18/19
9
The Agile System Development Methodology
17
Manifesto for Agile Software Development
18
9/18/19
10
Manifesto for Agile Software Development
Source: http://www.applitude.se/images/inc_vs_i.
96 Young Scholars in WritingFeminist Figures or Damsel.docxsodhi3
96 | Young Scholars in Writing
Feminist Figures or Damsels in Distress?
The Media’s Gendered Misrepresentation
of Disney Princesses
Isabelle Gill | University of Central Florida
A gender bias seems to exist when discussing Disney princesses in entertainment media that could have
significant consequences for girls who admire these heroines. Prior research and my own extensions have
shown that modern princesses display almost equal amounts of masculine and feminine qualities; how-
ever, my research on film reviews shows an inaccurate representation of these qualities. These media
perpetuate sexist ideals for women in society by including traditionally feminine vocabulary, degrading
physical descriptions, and inaccuracies about the films, as well as syntax and critiques that trivialize the
heroines’ accomplishments and suggest the characters are not empowered enough. The reviews also
encourage unhealthy competition between the princesses and devote significantly more words to these
negative trends than to positive discussions. These patterns result in the depiction of the princesses as
more stereotypically feminine and weak than is indicated by the films themselves, which hinders the cre-
ation of role models for girls.
Despite significant strides women have made
toward combatting sexism in American
society, news and entertainment media rep-
resentations of women continue to be one of
the many obstacles left before reaching
equality. Numerous studies have identified
gender bias in the ways media represent
women (Fink and Kensicki; Niven and
Zilber; Shacar; Wood). Media tend to favor
representations of women who are “tradi-
tionally feminine” as well as not “too able,
too powerful, or too confident,” over more
complex representations (Wood 33). For
example, research by Janet Fink and Linda
Jean Kensicki shows that when media aimed
at both men and women discuss female ath-
letes, their focus is on sex appeal, fashion,
and family rather than athletic accomplish-
ment. Female scientists as well as female
members of Congress also fall victim to this
trend. Interviews with male scientists often
portray them as primarily professionals
while interviews with female scientists tend
to reference their professionalism while high-
lighting domesticity and family life (Shacar).
Similarly, media descriptions of the female
members of Congress focus on domestic
issues even though the congresswomen por-
tray themselves as having diverse interests
(Niven and Zilber). In sum, biased, gendered
representations of women are common in
various forms of media.
Media misrepresentation of women in
these ways can lead to significant social
consequences, such as reinforcing anti-
quated gender roles and diminishing the
perception of women’s impact on society
(England, Descartes, and Collier-Meek;
Fink and Kensicki; Graves; Niven and
Zilber; Shacar; Wood). Since media are
Gill | 97
Gill | 97
likely one of the most p.
A brief description of your employment historyYour career .docxsodhi3
A brief description of your employment history
Your career goals (both short and long term)
Tell me about a leader you look up to. This can be someone you know or don't know, famous or familiar to you, and can even be a TV/Movie character and does not need to real. Describe what this person does makes them your role model.
(My name is Danny Z. i'm a full time student )
.
A budget is a plan expressed in dollar amounts that acts as a ro.docxsodhi3
A budget is a plan expressed in dollar amounts that acts as a road map to carry out an organization’s objectives, strategies and assumptions. There are different types of budgets that healthcare organization use to manage its financial and managerial goals and obligations.
Discuss the difference between an operating budget and a capital budget. What are the steps in creating each budget?
At least 150 words; APA Format
.
A 72-year-old male with a past medical history for hypertension, con.docxsodhi3
A 72-year-old male with a past medical history for hypertension, congestive heart failure, chronic back pain, and diabetes is admitted to the hospital for hypotension suspected from a possible accidental overdose. What are the criteria for discharge? Explain the importance of utilizating hospital recommendations and teachings. List some meaningful community resources in the response.
.
a able aboutaccomplishaccomplishmentachieveachieving.docxsodhi3
a
able
about
accomplish
accomplishment
achieve
achieving
action
affect
affects
against
all
always
and
any
are
around
as
backs
be
because
become
becoming
being
believe
big
bring
broke
by
can
challenges
chance
change
choice
come
consistent
could
day
deal
desperate
desperation.
determination
did
didn’t
disciplining
do
does
doesn’t
don’t
dreams
each
easy
end
enough
even
every
everyone
everything
fail
failing
failure
far
feel
financial
first
fitness
from
fulfilled
full
get
go
goal
goals
had
have
help
how
hundreds
if
importantly
in
inspiration.
inspire
into
is
it’s
just
kind
knees
learn
Learning
life
lives
living
lucky
many
massive
matter
may
miss
more
most
motivated
No
not
Now
of
one
or
other
others
our
over
own
people
people’s
possibility
possibly
poverty
power
problem
pursue
putting
quitting
realize
reason
regret
regrets
said
same
second
see
setbacks
should
sick
small
so
someone
something
spring
start
stories
success
successful
take
taking
than
that
The
their
themselves
there
these
they
things
think
thought
to
too
towards
trouble
trying
two
up
wall
wanted
was
we
Well
went
what
when
Whether
who
Why
will
with
with
won’t
words
you
your
yourself
Code of Ethics: This is a synopsis of some of the most important ethical
considerations you need to be aware of as a professional in the real estate
industry.
Terminology:
Agency: The fiduciary relationship created between a principal and an agent whereby the agent
can act on behalf of the principle for certain transactions. Agency is usually created when the
principal signs a listing agreement to list their property for sale or a management contract to rent
a property for instance.
Agent: The broker or sales associate acting on behalf of the principal (see Agency)
Client: The person with whom the broker or sales associate has a legal contract to represent.
Customer: Is not contractually bound to the industry professional
Principal: Person who hires an agent to act on his or behalf.
Code of Ethics:
#1: The agent has a responsibility to promote the interests of their client(s) and treat all involved
in any real estate transaction in an honest and fair manner. They must disclose if they are a
dual agent (representing both buyer and seller in a transaction) or a designated agent
(represent either the buyer or seller depending on state law), or they are a limited representative
(will provide only certain duties in the transaction per state law).
#2: Agents must openly acknowledge to clients any personal interest they might have in any
transaction prior to showing a property; they must acknowledge any personal relationships
involved. Ex: Agent says, “I want to disclose to you before we look at it, that this property
belongs to is my brother and my sister in-law is his agent.”
#3: The Agent will not allow anyone that is not pre-authorized by the owner, to access the
property of the client.
#4: Never overstate benefits or attributes of a property or opportun.
a brief explanation of the effect of Apartheid in South Africa. Prov.docxsodhi3
a brief explanation of the effect of Apartheid in South Africa. Provide two specific examples that demonstrate how people adapted. Finally explain the impact and implications of the changes we have seen in recent years. Cite specific cases. Your original post must be no less than 600 words.
.
A 32-year-old female presents to the ED with a chief complaint of fe.docxsodhi3
A 32-year-old female presents to the ED with a chief complaint of fever, chills, nausea, vomiting, and vaginal discharge. She states these symptoms started about 3 days ago, but she thought she had the flu. She has begun to have LLQ pain and notes bilateral lower back pain. She denies dysuria, foul-smelling urine, or frequency. States she is married and has sexual intercourse with her husband. PMH negative.
Labs: CBC-WBC 18, Hgb 16, Hct 44, Plat 325, Neuts & Lymphs, sed rate 46 mm/hr, C-reactive protein 67 mg/L CMP wnl
Vital signs T 103.2 F Pulse 120 Resp 22 and PaO2
99% on room air. Cardio-respiratory exam WNL with the exception of tachycardia but no murmurs, rubs, clicks, or gallops. Abdominal exam + for LLQ pain on deep palpation but no rebound or rigidity. Pelvic exam demonstrates copious foul-smelling green drainage with reddened cervix and + bilateral adenexal tenderness. + chandelier sign. Wet prep in ER + clue cells and gram stain in ER + gram negative diplococci.
Develop a 1- to 2-page case study analysis, examining the patient symptoms presented in the case study. Be sure to address the following as it relates to the case you were assigned (omit section that does not pertain to your case, faculty will give full points for that section).
The sections that you are to omit are for the above case study are: 1. Explain why prostatitis and infection happen. Also explain the causes of systemic reaction, 2. Explain why a patient would need a splenectomy after a diagnosis of ITP, and 3. Explain anemia and the different kinds of anemia (i.e., micro and macrocytic).
In your Case Study Analysis related to the scenario provided, explain the following:
The factors that affect fertility (STDs).
Why inflammatory markers rise in STD/PID.
Why prostatitis and infection happens. Also explain the causes of systemic reaction.
Why a patient would need a splenectomy after a diagnosis of ITP.
Anemia and the different kinds of anemia (i.e., micro and macrocytic).
PLEASE ANSWER IN DETAIL ALL OF THE ABOVE
.
A 4 years old is brought to the clinic by his parents with abdominal.docxsodhi3
A 4 years old is brought to the clinic by his parents with abdominal pain and a poor appetite. His mother states, “He cries when I put him on the toilet.”
1. What other assessment information would you obtain?
2. What interventions may be necessary for this child?
3. What education may be necessary for this child and family?
Your responses must be at least 150 words total.
.
A 19-year-old male complains of burning sometimes, when I pee.”.docxsodhi3
A 19-year-old male complains of “burning sometimes, when I pee.” He is sexually active and denies using any contraceptive method. He denies other symptoms, significant history, or allergies.
From the information provided, list your differential diagnoses in the order of “most likely” to “possible but unlikely.”
.
A 34-year-old trauma victim, the Victor, is unconscious and on a.docxsodhi3
A 34-year-old trauma victim, the Victor, is unconscious and on a ventilator. He was admitted yesterday, and his condition remains critical. His religious affiliation is unknown; however, he has a tattoo of a crucifix.
What can the nurse do to assess and integrate spirituality into Victor’s care? If the family is in another state what can the nurse do to integrate the family into the care?
Your initial post must include a minimum of 300 words and include proper grammar, punctuation, and reference(s).
.
A 27-year-old Vietnamese woman in the delivery room with very st.docxsodhi3
A 27-year-old Vietnamese woman in the delivery room with very strong and closely spaced contractions. The baby was positioned a little high and there was some discussion of a possible c- section. Despite her difficulties, she cooperates with the doctor's instructions and labors in silence. The only signs of pain or discomfort were her look of concentration and her white knuckles.
· Should she be offered pain medication when she is not showing a high level of pain? Why or why not?
350 words
APA
.
A 25 year old male presents with chronic sinusitis and allergic .docxsodhi3
A 25 year old male presents with chronic sinusitis and allergic rhinitis.
Define adaptive vs. acquired immunity.
Discuss the genetic predisposition of allergens.
Describe the antigen-antibody response.
What is the pathology of sinusitis?
Expectations
Initial Post of Case Study:
Due: Saturday, 11:59 pm PT
Length: A minimum of 250 words, not including references
Citations: At least one high-level scholarly reference in APA from within the last 5 years
Peer Responses:
Due: Monday, 11:59 pm PT
Number: A Minimum of 2 to Peer Posts, at least one on a different day than the main post
Length: A minimum of 150 words per post, not including references
Citations: At least one high-level scholarly reference in APA per post from within the last 5 years
Discussion: Respond to Posts in Your Own Thread
.
A 500-700 word APA formatted PaperInclude 2 sources on your re.docxsodhi3
A 500-700 word APA formatted Paper
Include 2 sources on your reference page in addition to your textbook "
We the People
."
Select one issue area: CIVIL RIGHTS
Research which interest groups represent your issue area
Examine the membership and benefits of groups
Provide data on how much groups contribute to politicians
Discuss legislation the groups helped influence
Include reference page
Submit
your summary in APA format clicking on the assignment in Canvas and uploading your document. Be sure whichever assignment version you choose has an introduction, clear focus, conclusion, and references. Include a reference page for the video clip if that’s what you decide to prepare.
.
A 65-year-old obese African American male patient presents to his HC.docxsodhi3
A 65-year-old obese African American male patient presents to his HCP with crampy left lower quadrant pain, constipation, and fevers to 101˚ F. He has had multiple episodes like this one over the past 15 years and they always responded to bowel rest and oral antibiotics. He has refused to have the recommended colonoscopy even with his history of chronic inflammatory bowel disease (diverticulitis), sedentary lifestyle, and diet lacking in fiber. His paternal grandfather died of colon cancer back in the 1950s as well. He finally underwent colonoscopy after his acute diverticulitis resolved. Colonoscopy revealed multiple polyps that were retrieved, and the pathology was positive for adenocarcinoma of the colon.
Develop a 1- to 2-page case study analysis in which you:
Explain why you think the patient presented the symptoms described.
Identify the genes that may be associated with the development of the disease.
Explain the process of immunosuppression and the effect it has on body systems.
.
A 5-year-old male is brought to the primary care clinic by his m.docxsodhi3
A 5-year-old male is brought to the primary care clinic by his mother with a chief complaint of bilateral ear pain with acute onset that began “yesterday.” The mother states that the child has been crying frequently due to the pain. Ibuprofen has provided minimal relief. This morning, the child refused breakfast and appeared to be “getting worse.”
Vital signs at the clinic reveal HR 110 bpm, 28 respiratory rate, and tympanic temperature of 103.2 degrees F. Weight is 40.5 lbs. The mother reports no known allergies. The child has not been on antibiotics for the last year. The child does not have history of OM. The child is otherwise healthy without any other known health problems.
Physical examination reveals: Vital signsl HR 110 bpm, 28 respiratory rate, and tympanic temperature of 103.2 degrees F. Weight is 40.5 lbs. Bilateral TMs are bulging with severe erythematous. Pneumatic otoscopy reveals absent mobility. Ear canals are nomal.
After your questioning and examination, you diagnose this child with bilateral Acute Otitis Media.
.
92 S C I E N T I F I C A M E R I C A N R e p r i n t e d f r.docxsodhi3
92 S C I E N T I F I C A M E R I C A N R e p r i n t e d f r o m t h e O c t o b e r 1 9 9 4 i s s u e
ome creators announce their inventions with grand
éclat. God proclaimed, “Fiat lux,” and then flooded
his new universe with brightness. Others bring forth
great discoveries in a modest guise, as did Charles
Darwin in defining his new mechanism of evolu-
tionary causality in 1859: “I have called this principle, by which
each slight variation, if useful, is preserved, by the term Natur-
al Selection.”
Natural selection is an immensely powerful yet beautifully
simple theory that has held up remarkably well, under intense
and unrelenting scrutiny and testing, for 135 years. In essence,
natural selection locates the mechanism of evolutionary change
in a “struggle” among organisms for reproductive success, lead-
ing to improved fit of populations to changing environments.
(Struggle is often a metaphorical description and need not be
viewed as overt combat, guns blazing. Tactics for reproductive
success include a variety of nonmartial activities such as earlier
and more frequent mating or better cooperation with partners
in raising offspring.) Natural selection is therefore a principle of
local adaptation, not of general advance or progress.
Yet powerful though the principle may be, natural selection
is not the only cause of evolutionary change (and may, in many
cases, be overshadowed by other forces). This point needs em-
phasis because the standard misapplication of evolutionary the-
ory assumes that biological explanation may be equated with
devising accounts, often speculative and conjectural in practice,
about the adaptive value of any given feature in its original en-
vironment (human aggression as good for hunting, music and
religion as good for tribal cohesion, for example). Darwin him-
self strongly emphasized the multifactorial nature of evolu-
tionary change and warned against too exclusive a reliance on
natural selection, by placing the following statement in a max-
imally conspicuous place at the very end of his introduction: “I
am convinced that Natural Selection has been the most impor-
tant, but not the exclusive, means of modification.”
Reality versus Conceit
N A T U R A L S E L E C T I O N is not fully sufficient to explain evo-
lutionary change for two major reasons. First, many other caus-
es are powerful, particularly at levels of biological organization
both above and below the traditional Darwinian focus on or-
ganisms and their struggles for reproductive success. At the low-
est level of substitution in individual base pairs of DNA, change
is often effectively neutral and therefore random. At higher lev-
els, involving entire species or faunas, punctuated equilibrium
can produce evolutionary trends by selection of species based
on their rates of origin and extirpation, whereas mass extinc-
tions wipe out substantial parts of biotas for reasons unrelat-
ed to adaptive struggles of constituent species in “normal”
t.
a 100 words to respond to each question. Please be sure to add a que.docxsodhi3
a 100 words to respond to each question. Please be sure to add a question and answer a fellow student's question.
Q1. Mead argues that most human understanding of the "self" of animals is fallacious. What is his argument, please explain.
Q2. What does Lacan mean by the subject's assumption of the imago in the short excerpt from the Mirror Stage?
.
A 12,000 word final dissertation for Masters in Education project. .docxsodhi3
A 12,000 word final dissertation for Master's in Education project. A UK L7 writing.
Submitting the dissertation
The dissertation will be submitted online via
blackboard.
Presentation Style
Your research project needs to be clearly presented:
·
The front page should include your
name, project title (around 15 words), your supervisor’s name, the date it
was completed;
·
Work should be presented single
sided, in Arial, minimum font size 11 and be one and a half spaced;
·
A contents page detailing the section
and any tables/charts should be included;
·
Any quotes of less than 12 words
should be identified by quotation marks and kept as part of the paragraph text;
·
Quotes of 12 words and above should
be separated out from the text, indented on the left and right and be displayed
in italics (no quotation marks required);
·
All tables and charts should be
numbered appropriately and have a title;
·
Each section of your project should
be started on a new page;
·
All pages should be numbered;
·
Each section should be numbered (e.g.
1. Introduction) and any charts/graphs within the section should be numbered
accordingly. For example if you are writing about something in section 4.1 (the
first sub-section) then the first chart or graph would be 4.11. So charts and
graphs (if included) are numbered according to the section/sub-section.
Word limit
The project should be written up in
no more than 12,000
words
. This includes everything except the reference list, any appendices
and acknowledgements.
A
final checklist:
1.
Does
your abstract say succinctly what the project set out to do and what has been
found?
2.
Does
your contents page signpost chapter subheadings as well as chapter headings?
3.
Has
your introduction made clear the sub questions/objectives you are addressing in
this enquiry
4.
Is
a framework presented in your lit review chapter and a methodological approach
presented in your methodology chapter, and is it clear how this framework and
methodology inform your data collection, presentation of findings and
discussion and reflections? Have you discussed your positionality?
5.
Does
your discussion chapter relate closely to the data in your results chapter and
tie back to the literature in your literature review?
6.
Have
you answered your research questions?
7.
Have
you carefully considered any ethical implications of your research?
8.
Have
you included a signed, anonymised ethics form in the appendix?
9.
Does
your conclusion summarise what has been found out about the questions you set
yourself in your introduction?
10.
Have you kept to the 12,000 word
limit?
11.
Have you met
all
the assessment criteria?
M
odule
Bibliogr
a
p
h
y
Compulsory
reading:
B
r
y
m
an
,
A
.
(
20
1
6
)
.
S
o
ci
a
l
r
e
s
ea
r
ch
m
e
t
h
o
d
s
(
5
t
h
e
d
.
)
.O
x
f
o
rd
:
O
x
f
o
r
d
U
n
i
v
e
r
sity
P
r
e
ss.
Further optional reading
:
A
l
de
r
s
o
n
,
P
.
&
M
o
rr
o
w
,
V
.
(2
011
)
.
T
h
.
9/18/19
1
ISMM1-UC 752:
SYSTEMS ANALYSIS
Fall 2019 – Lecture 3
Instructor: Dr. Antonios Saravanos
Incremental Model
• Development and delivery of
functionality occurs in increments
• Works well when requirements are
known beforehand
• Projects are broken down into sub-
projects
Source: Project Management for IT-Related Projects (p.
18)
2
9/18/19
2
Incremental Cycle
Incremental Model
9/18/19
3
Iterative Model
• Ideal for situations where not all requirements are
known up front
• Need for development to begin as soon as possible
Source: Project Management for IT-Related Projects (p. 19)
5
Iterative Cycle
9/18/19
4
Iterative Model
Incremental vs. Iterative
• Incremental fundamentally means
add onto. Incremental development
helps you improve your process.
• Iterative fundamentally means re-
do. Iterative development helps you
improve your product.
9/18/19
5
• Is iterative and incremental the
same thing?
Incremental vs. Iterative
Source: http://www.applitude.se/images/inc_vs_ite.png
10
9/18/19
6
Iterative and Incremental Combined
A Simple Software Development Method
• Initial Planning
• Design
• Implementation
• Testing
Source: Making Things Happen: Mastering Project Management (p. 30)
12
n
9/18/19
7
Alistair Cockburn
• What’s Alistair’s take on Iterative vs. Incremental?
Incremental vs. Iterative
• in incremental development, you do each of those
activities multiple times … that is, you go around the
requirements – design – programming – testing –
integration – delivery cycle multiple times. You
“iterate” through that cycle multiple times. (“iterate” –
get it? sigh…)
• in iterative development, you also do each of those
activities multiple times … you go around the
requirements – design – programming – testing –
integration – delivery cycle multiple times. You
“iterate” through that cycle multiple times. By Gummy!
Both of those are “iterative” development! WOW!
9/18/19
8
Incremental vs. Iterative (cont’d)
• Of course, the $200,000 question is,
do you repeat the cycle “on the same
part of the system you just got done
with” or “on a new part of the
system”? How you answer that
question yields very different results
on what happens next on your
project.
Roles
• Product Owner (Business)
– Represents the customer
– Controls the product backlog
– Signs off on deliverables
• The Scrum Master
– Ensures scrum values are understood and kept
– Tracks progress and finds ways to overcome obstacles
• The Development Team
– The people actually responsible for delivering the system
– Self-organizing unit
– Members of the team are generalists not specialists
• Cross functional (Each member of the team knows all aspects of the
product that is being developed)
16
9/18/19
9
The Agile System Development Methodology
17
Manifesto for Agile Software Development
18
9/18/19
10
Manifesto for Agile Software Development
Source: http://www.applitude.se/images/inc_vs_i.
96 Young Scholars in WritingFeminist Figures or Damsel.docxsodhi3
96 | Young Scholars in Writing
Feminist Figures or Damsels in Distress?
The Media’s Gendered Misrepresentation
of Disney Princesses
Isabelle Gill | University of Central Florida
A gender bias seems to exist when discussing Disney princesses in entertainment media that could have
significant consequences for girls who admire these heroines. Prior research and my own extensions have
shown that modern princesses display almost equal amounts of masculine and feminine qualities; how-
ever, my research on film reviews shows an inaccurate representation of these qualities. These media
perpetuate sexist ideals for women in society by including traditionally feminine vocabulary, degrading
physical descriptions, and inaccuracies about the films, as well as syntax and critiques that trivialize the
heroines’ accomplishments and suggest the characters are not empowered enough. The reviews also
encourage unhealthy competition between the princesses and devote significantly more words to these
negative trends than to positive discussions. These patterns result in the depiction of the princesses as
more stereotypically feminine and weak than is indicated by the films themselves, which hinders the cre-
ation of role models for girls.
Despite significant strides women have made
toward combatting sexism in American
society, news and entertainment media rep-
resentations of women continue to be one of
the many obstacles left before reaching
equality. Numerous studies have identified
gender bias in the ways media represent
women (Fink and Kensicki; Niven and
Zilber; Shacar; Wood). Media tend to favor
representations of women who are “tradi-
tionally feminine” as well as not “too able,
too powerful, or too confident,” over more
complex representations (Wood 33). For
example, research by Janet Fink and Linda
Jean Kensicki shows that when media aimed
at both men and women discuss female ath-
letes, their focus is on sex appeal, fashion,
and family rather than athletic accomplish-
ment. Female scientists as well as female
members of Congress also fall victim to this
trend. Interviews with male scientists often
portray them as primarily professionals
while interviews with female scientists tend
to reference their professionalism while high-
lighting domesticity and family life (Shacar).
Similarly, media descriptions of the female
members of Congress focus on domestic
issues even though the congresswomen por-
tray themselves as having diverse interests
(Niven and Zilber). In sum, biased, gendered
representations of women are common in
various forms of media.
Media misrepresentation of women in
these ways can lead to significant social
consequences, such as reinforcing anti-
quated gender roles and diminishing the
perception of women’s impact on society
(England, Descartes, and Collier-Meek;
Fink and Kensicki; Graves; Niven and
Zilber; Shacar; Wood). Since media are
Gill | 97
Gill | 97
likely one of the most p.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Reply Reply to 2 other classmates by offering 1 new piece of info.docx
1. Reply: Reply to 2 other classmates by offering 1 new piece of
information to add to their discussion of family systems.
As you provide feedback to peers, you are not grading their
assignment, but you are enlarging the conversation to prod a bit
more on what could be added to clarify the paper substantively.
Please be very specific and share what you would like to see
added or what was not clear as you read the paper of your peers.
Additionally, please note that I will be providing corrective
information for each student to take the assignment to the
"finish line". The feedback is not an act of judgment nor an
indication of grade. It is simply feedback that each of you can
use moving forward.
250 words or more for each feedback along with one reference
Discussion board feedback #1:
Trauma can affect individuals in many ways depending on the
type that has occurred. The age of the person experiencing the
trauma can determine lasting effects. Trauma can occur from
anywhere utero to adulthood. It is important to know what
trauma is and the lasting effects the come with this exposure.
Treatment for the traumatized individual can be significantly
enhanced depending on the person’s level of spirituality
development.
Trauma can occur from any of the following events physical,
sexual, or emotional abuse, natural disasters, wartimes and
terrorist attacks (Song, Min, Huh, & Chae, 2016). Trauma can
be any event that is extremely alarming or upsetting experience
that causes physiological anxiety, and impacts the neurological
and psychosocial development processes (Song, Min, Huh, &
Chae, 2016). Trauma affects individuals differently. Cultural
differences around the world may lead in some cases being more
socially acceptable in one country and not in others.
One neurological disorder that can develop from trauma is Post
Traumatic Stress Disorder or PTSD. “For a diagnosis of PTSD,
a person must have experienced, witnessed, or been confronted
2. with an event so traumatizing that its results in symptoms of re-
experiencing, hyper-arousal, cognitive alterations and avoidance
(Broderick & Blewitt, 2015 p.528).” Studies have shown that a
person suffering from PTSD will have a decrease in volume of
the hippocampus. The hippocampus is the part of the brain
“plays a role in our emotions, ability to remember, and compare
sensory information to expectations (Broderick & Blewitt,
2015p.59) There is an ongoing discussion amongst physicians as
to whether PTSD being a curable or just a treatable one. With
the reduction of volume in the hippocampus and the memory of
the traumatic event that never goes away, most doctors are
leaning toward the treatable instead of curable.
Treatment for PTSD and other neurological disorders can come
in the form of medications or therapies. People can choose to do
one or the other with the most recommended choice being a
combination of both. A combination of cognitive behavioral
therapy (CBT) and the use of an antidepressant, more
specifically an SNRI’s because these types of antidepressants
can help treat more than one disorder at the same time.
Someone with PTSD might have low levels of certain
neurotransmitters; antidepressants can contribute to raising
these levels. Cognitive behavioral therapy is more of a thought
changing treatment. People who have PTSD might blame
themselves for the incident that has occurred or have numerous
negative thoughts. These ideas may plague a person unable to
perform daily task. The goal of CBT is to get the person to
understand that the events that happened to them is not their
fault. It is also to change the way the way the person thinks to
teach them that if a negative thought comes to mind, they need
to determine if the thought is rational or not and to change it
from a negative to a positive thought.
Many people feel drawn to faith during times of turmoil. Per the
video presentations this week we learned that meditation, and
meditative prayer stimulate areas of the brain involved in
regulating emotional responses. Prayer can give us comfort and
release chemicals in the brain allowing us to feel at ease.
3. Spirituality can help the individual to not feel alone and know
that God is with them is going to help them through this
process. “Studies found positive correlations between the
spiritual wellbeing, reduced pain levels, decreased, physical
symptoms, increased positive outlook, spiritual beliefs and a
greater enjoyment of life (Drescher, Ramirez, Leoni, Romesser,
Sornborger&Foy, 2004).”
Trauma can happened to anyone it does not discriminate
against age, type or culture. Knowing the types treatments
available will help you decide which one is right for you.
Understanding that what might be considered a traumatic event
for one might be another’s social norm. Strength in spirituality
can help person dealing with trauma to heal more quickly and
though there may be delays knowing that they are not alone in
their journey.” The Lord our God be with us, as he was with our
father: let him not leave us, nor forsake us (1Kings 8:57).
References
Blewitt, P., & Broderick, P. C. (2015). The Life Span Human
Development for Helping Professionals. Pearson Education, Inc.
Drescher, K. D., Ramirez, G., Leoni, J. J., Sornborger, J., &
Foy, D. W. (2004). Spirituality and Trauma: Development of a
Froup therapy Module.Spirituality in Group Psychotherapy, 71-
87.
Song, J.-M., Min, J.-A., Huh, H.-J., & Chae, J.-H. (2016).
Types of childhood trauma and spirituality in adult patients with
depressive disorders.Science Direct, 11-19.
Discussion board feedback #2:
Trauma occurs in life. Trauma can affect the development of a
person emotionally, spiritually, and physically. It is important
4. to recognize and treat traumas that occur so that healthy human
development can take place. Recent studies have shown that
trauma can affect human development negatively. There are
two types of trauma (Terr, 1991). Trauma I occurs from one
particular event in a person’s life, typically an unexpected event
like an accident. Trauma II is a multiple or repeated exposure
to extreme events in a person’s life, such as abuse or a high
conflict divorce. Children that face traumatic experiences must
assess certain resources in order to survive (Milot et al., 2016).
The series of events experienced in a child can provoke a series
of neurobiological reactions which include activating various
systems involved with stress. For example, the limbic system
and the neuroendocrine system. Repeated trauma will create
chronic stress which over time will impair normal functions of
these systems if left untreated.
One way to treat trauma is by recognizing that spiritual
development can counter the negative effects. Research done
on faith and spirituality have shown that people who engage in
acts of worship and prayer can experience a calming effect.
Theorists today are able to study the brain in more detail than in
the past. In a state level study, Hardy et al. empirically linked
morality and spirituality. In doing this, Hardy was able to
prove that relationships formed through religious activities
provided social support and modeled appropriate behaviors and
helped to protect a person against stressful life events (Hardy et
al., 2014). While spirituality and religiosity are different, they
are similar in that religious practices are connected to spiritual
experiences and both can be linked to positive outcomes. For
example, if a victim of abuse were to participate in religious
activities, like attending church or prayer, they would be able to
experience moral emotions like gratitude, empathy, and
forgiveness (Hardy et al., 2014) which in turn might change
their perspective on their situation at hand.
A child exposed to trauma can experience physical and
emotional developmental delays. For example, learning
disorders can occur in the educational years. Diagnosed by a
5. school psychologist, speech language pathologist and other
professionals a child might experience learning disorders such
as: dyslexia, dysgraphlia, dyscalculia, aphasia, dysphasia and
dyspraxia. Emotional development can be affected when a child
internalizes traumatic experiences. Internalized anger and
frustration should be dealt with in order for a child to be
socially prepared.
Trauma can differ amongst cultures because the skill set needed
to survive is different. Starvation is a universal issue, but in a
developing country could be considered to be more traumatic
than in the US simply because disease and lack of food.
Weather events like tropical storms, tornados and flooding are
obviously traumatic experiences, but will differ depending upon
where a person is located in the world. However, abuse and
family conflict is the same among any culture. In conclusion,
trauma is unavoidable but treatable. While traumas can vary in
different cultures, the outcome is still the same. Left untreated
emotional, spiritual and physical development will be affected.
References:
Hardy, Sam A., Zhang, Zhiyong, Skalski, Johnathan E., Melling
Brent S., Brinton, Chauncy T. (2014). Daily religious
involvement, spirituality, and moral emotions. Psychology of
Religion and Sprituality. 6(4): 338-348.
Milot, Tristan (2016). Intervening with severely and chronically
neglected children and their families: the contribution of trauma
informed approaches. Child Abuse Review. Vol 25: 89-101.
Terr, LC. (1991). Childhood traumas: An outline and
overview. American Journal of Psychiatry 148(1): 10-20.
10.1177/1059601102250018 ARTICLEGROUP &
ORGANIZATION MANAGEMENTRagins et al. /
6. HETEROSEXISM IN THE WORKPLACE
Heterosexism in the Workplace
DO RACE AND GENDER MATTER?
BELLE ROSE RAGINS
University of Wisconsin–Milwaukee
JOHN M. CORNWELL
Loyola University–New Orleans
JANICE S. MILLER
University of Wisconsin–Milwaukee
This article examined the effects of multiple group memberships
and relational demography on
the workplace experiences of 534 gay employees, 162 of whom
were gay employees of color.
Two competing models of multiple group membership were
tested by assessing the effects of
race and gender on sexual orientation discrimination and the
decision to disclose a gay identity at
work. Race and gender were unrelated to heterosexism.
Lesbians were as likely to disclose as
gay men, but gay employees of color were less likely to disclose
at work. Relational demography
predictions were supported for race and sexual orientation but
not for gender, suggesting that
gender similarity predictions may not apply to gay employees.
More heterosexism was reported
with male supervisors or work teams, and these effects were
stronger for lesbians than gay men.
Irrespective of race, employees in racially balanced teams
reported less heterosexism than those
in primarily White or non-White teams.
8. workplace
diversity (Badgett, 1996; Croteau, 1996). Discrimination against
employees
who are gay, or simply appear to be gay, is legal in most
workplaces
(National Gay and Lesbian Task Force, 1996). Without legal
protection, gay
employees are vulnerable to discrimination, and existing
research indicates
that between 25% and 66% of gay employees report sexual
orientation dis-
crimination at work (cf. review by Croteau, 1996). However,
these are proba-
bly conservative estimates because most gay employees do not
fully disclose
their sexual orientation at work for fear of discrimination
(Badgett, 1996;
Schneider, 1987).
This situation may be worse for gay and lesbian employees of
color. These
employees face discrimination not just because of their sexual
orientation but
also because of their race, ethnicity, and gender. Diversity
scholars observe
that women of color may face “double jeopardy” in the
workplace because of
their ethnicity and gender (cf. review by Ferdman, 1999). A key
question is
whether this becomes “triple jeopardy” for lesbian women of
color. Existing
theory and research provide little information on the combined
effects of rac-
ism, sexism, and heterosexism in the workplace. Do lesbians of
color face
greater heterosexism than other gay groups because racism and
9. sexism spills
over into heterosexism, or is heterosexism relatively
independent from these
other forms of discrimination?
In addition to discrimination, gender and race may also affect
the decision
to “be out,” or the disclosure of a gay identity to others in the
workplace. Les-
bians and gay people of color may be reticent to disclose their
sexual orienta-
tion at work because of their fear of becoming susceptible to yet
another form
of workplace discrimination and also because they are already
highly visible
because of their race and gender (Kanter, 1977). This visibility
may increase
their chances of being targeted for heterosexism. The disclosure
of a gay
identity at work is often done on a careful case-by-case basis;
gay employees
reveal their orientation in situations where they feel safe and to
individuals
whom they trust (Badgett, 1996; Friskopp & Silverstein, 1996).
Gay employ-
ees who are highly visible on the basis of their race and gender
may fear that
“coming out” to one coworker may result in a domino effect of
coming out to
the entire organization. Do these factors combine to make
lesbians and gay
people of color less likely than their White gay male
counterparts to disclose
their sexual orientation at work? The first purpose of this study
was to answer
these questions by exploring the effects of race and gender on
10. reports of
heterosexism in the workplace and the decision to disclose
sexual orientation
to others at work.
Although demographic variables of race and gender may affect
workplace
experiences, these effects do not occur in a vacuum but are
influenced by the
46 GROUP & ORGANIZATION MANAGEMENT
broader context of work relationships. In fact, a relational
demography per-
spective holds that the individual’s work experiences are shaped
by the
demographic composition of the manager-subordinate
relationship and work
team (Tsui, Egan, & O’Reilly, 1992; Tusi & O’Reilly, 1989). A
number of
observable and nonobservable demographic characteristics have
been inves-
tigated in studies of relational demography, including race,
ethnicity, gender,
education, age, attitudes, and tenure (see review by Tsui &
Gutek, 1999), but
there has been no research on the effects of sexual orientation
demography on
work experiences. Similarly, other scholars have identified
work group com-
position as an important contextual variable to consider when
examining the
effects of multiple group memberships on interpersonal
discrimination
11. (Landrine, Klonoff, Alcaraz, Scott, & Wilkins, 1995; Tsui &
Gutek, 1999),
but sexual orientation has been omitted from these discussions.
A second
purpose of this study was to examine whether the race, gender,
and sexual
orientation of work groups and supervisors affect gay
employees’ reports of
discrimination and their decisions to disclose a gay identity at
work.
THEORETICAL AND LITERATURE REVIEW
HETEROSEXISM, RACISM, AND SEXISM:
THE EFFECTS OF MULTIPLE GROUP
MEMBERSHIPS ON WORKPLACE EXPERIENCES
There is a lack of research on the effects of multiple group
member-
ships on workplace discrimination. The impact of race and
gender are often
explored in isolation, as if employees have either a race or a
gender but not
both (Ferdman, 1999), and sexual orientation has been excluded
from these
discussions. In the following sections, we first introduce the
construct of
heterosexism and provide a foundation for examining the
relationship
between heterosexism, racism and sexism. We then review the
existing the-
ory and research on the general effects of multiple group
memberships on
interpersonal discrimination. Following this, we examine how
these relation-
ships may transfer to work settings involving gay and lesbian
12. employees. We
use these various perspectives to develop and test two
competing models of
the effects of multiple group membership on heterosexism and
disclosure of
sexual orientation in the workplace.
Defining heterosexism and homophobia. Although there are a
number of
different terms that are used to characterize antigay attitudes
and discrimina-
tion (cf. Herek, 1984), two of the most common are
heterosexism and
Ragins et al. / HETEROSEXISM IN THE WORKPLACE 47
homophobia. Heterosexism is defined as “an ideological system
that denies,
denigrates, and stigmatizes any nonheterosexual form of
behavior, relation-
ship, or community” (Herek, 1990, p. 316). Heterosexism
incorporates
antigay attitudes, prejudice, and discriminatory behavior (Sears,
1997).
Homophobia is a popular term that is often used
interchangeably with
heterosexism. Homophobia reflects the fear and aversion
associated with
homosexuality (Weinberg, 1972). There is a lack of consensus
on the rela-
tionship between homophobia and heterosexism. Some authors
view homo-
phobia as the emotional component of heterosexism. For
13. example, Sears
(1997) defines homophobia as “prejudice, discrimination,
harassment or acts
of violence against sexual minorities, including lesbians, gay
men, bisexuals,
and transgendered persons, evidenced in a deep-seated fear or
hatred of those
who love and sexually desire those of the same sex” (p. 16).
Morin and
Garfinkle (1978) view homophobia as involving the individual’s
irrational
fear, as well as a cultural belief system that supports negative
stereotypes
about gay people.
Other authors maintain that homophobia and heterosexism are
independ-
ent constructs. For example, Jung and Smith (1993) observe that
“although
heterosexism is often accompanied by homophobia, no logical
or necessary
connection exists between the two. People who are homophobic
may not be
heterosexist; those who are heterosexist may not be
homophobic” (p. 14).
Jung and Smith also provide an analogy that is pivotal to this
study:
“Heterosexism is analogous to racism and sexism. Homophobia
finds appro-
priate analogies in racial bigotry and misogynism” (p. 14). The
debate as to
whether or not homophobia is part of heterosexism may be
similar to the
debate as to whether or not racial bigotry and misogyny are part
of racism and
sexism. It is clear that individuals can engage in racist, sexist,
14. or heterosexist
behaviors for reasons other than fear; prejudice may be based
on self-inter-
ests, beliefs, values, group norms, or social institutions
(Allport, 1954). At
issue is whether individuals can be fearful or even hate a group
without being
racist, sexist, or heterosexist. This discussion provides
important insights
into the similarities and differences between heterosexism,
racism, and
sexism.
The relationship between heterosexism, racism, and sexism. A
review of
the literature reveals two perspectives on the relationship
between
heterosexism and other forms of social prejudice. One
perspective is that
heterosexism shares a common root with racism and sexism
(e.g., Fernald,
1995). This “common roots” perspective holds that
heterosexism springs
from the same social, cultural, and political foundations as
racism and sex-
ism. Specifically, racism, sexism, and heterosexism are all
forms of social
48 GROUP & ORGANIZATION MANAGEMENT
prejudice, and all involve attitudes, beliefs, and behaviors that
result in the
superiority of one group over another (Herek, 1990; Jones,
1972; Lott, 1995).
15. A second perspective is that heterosexism is different from
racism and
sexism. There are at least three factors that support this
“independence per-
spective.” First, the affective component of heterosexism,
homophobia, has
no real counterpart in racism or sexism. Homophobia is
grounded in hetero-
sexuals’ fear that they are gay, may become gay, or may simply
be perceived
as being gay by others (Herek, 1984). The ability to conceal
sexual orienta-
tion also fuels homophobia by allowing others to speculate
about an individ-
ual’s sexual orientation. This fear does not readily translate to
emotions
underlying racism and sexism; individuals usually are not afraid
that they
may become or be viewed as another race or gender.
Second, the stigma associated with homosexuality is different
from the
stigmas associated with other groups (Goffman, 1974). The
invisibility of
sexual orientation may amplify “courtesy stigmas,” which are
stigmas
received by associating with stigmatized groups (Goffman,
1974; Herek &
Capitanio, 1996). Heterosexuals who associate with gay
employees may be
assumed to be gay by others in the organization; this form of
stigma by asso-
ciation does not occur on the basis of gender and rarely occurs
on the basis of
race. Along with the courtesy stigma, gay men face an AIDS-
16. related stigma.
Although education has dispelled many of the myths associated
with HIV/
AIDS, the fear of AIDS is intertwined with a fear of
homosexuality in a way
that has no real parallel for race and gender.
The third factor that supports the independence perspective is
the con-
demnation of homosexuality by many religious groups.
Although various
religious groups throughout history have promulgated racism
and sexism,
the current focus of religious-based heterosexism has no direct
parallel with
race and gender. Jung and Smith (1993) observe that some
religious groups
view gay men and lesbians as unnatural or diseased and
“proclaims them to
be at the core of their very being abhorrent to God” (p. 61). A
compounding
factor is the idea that homosexuality is a “lifestyle choice”
(Jung & Smith,
1993), and this concept of choice is an important predictor of
antigay atti-
tudes (Herek & Capitanio, 1995). In contrast, race and gender
are not viewed
as immoral life choices that violate religious beliefs.
Herek (2000) identified two competing frameworks that have
been used
to understand gay prejudice and that parallel the common roots
and inde-
pendence perspectives. The “gay rights framework” holds that
attitudes
toward gay people are psychologically similar to attitudes
17. toward racial and
ethnic minority groups. Like other minority groups, attitudes
toward gays are
based on political and religious values, normative pressures
from peers, and
the degree of intergroup contact. In contrast, the “gay liberation
framework”
Ragins et al. / HETEROSEXISM IN THE WORKPLACE 49
holds that gay prejudice is less about attitudes toward others
and more about
attitudes toward one’s own sexual identity. Under this
framework, gay preju-
dice is due to the individual’s confusion about his or her own
sexuality, and
the fear of being labeled gay. This internal anxiety becomes
externalized in
prejudice against gays. Herek observed that both of these
frameworks may be
operative and that antigay prejudice may be due to a common
process under-
lying minority group attitudes, as well as an individual process
that reflects
fears and insecurities about one’s sexual identity.
Research on racist, sexist, and heterosexist attitudes provides
support for
both the “common roots” and the “independence” perspectives.
In support of
the common roots perspective, Henley and Pincus (1978) found
significant
relationships among attitudinal measures of racism, sexism, and
heterosexism. Additionally, Herek’s (1984) review of the
18. literature indicates
that although heterosexism shares many of the same predictors
as racism and
sexism (i.e., limited contact, conservative religious orientation,
limited edu-
cation), some predictors are unique to heterosexism (i.e., guilt
about sexual-
ity, permissiveness about sexuality, and prior homosexual
behaviors).
Ficarrotto (1990) found support for both the common roots and
independ-
ence perspectives in his study of 79 undergraduate students. In
support of the
common roots perspective, he found a significant relationship
between racist
and sexist attitudes and an attitudinal measure of homophobia.
However, he
also found support for the idea that negative attitudes toward
gays reflects the
unique dimension of sexual conservatism, or deep-seated,
negative feelings
about human sexuality. It is clear that more research is needed
to test these
two perspectives.
A final area that can shed theoretical light on the relationships
between
heterosexism, racism, and sexism is the area of aversive/modern
racism
(Dovidio & Gaertner, 1986) and subtle/modern sexism
(Benokraitis &
Feagin, 1995). In general, the modernist perspective on
prejudice holds that
because modern social values prohibit blatant expressions of
racism and sex-
ism, overt prejudice has gone underground and now surfaces in
19. more covert
ways. For example, the theory of aversive racism holds that
aversive racists
express egalitarian values and truly believe they are not racist
but uncon-
sciously harbor racist feelings that result in subtle, but potent,
biases
(Dovidio & Gaertner, 1986). At the heart of aversive racism is
the individ-
ual’s ambivalence over egalitarian beliefs regarding socially
acceptable
behavior, on one hand, and their negative feelings toward
minority groups,
on the other hand. These feelings are usually unconscious and
involve dis-
comfort, disgust, or even fear of the minority group. Aversive
racism may
have a direct counterpart in aversive heterosexism (Winegarden,
1994). In
essence, aversive heterosexism holds that unconscious
homophobia leads
50 GROUP & ORGANIZATION MANAGEMENT
individuals to behave in heterosexist ways, even though they
profess and
believe that they are not heterosexists.
Although aversive racism and heterosexism may share some
common
psychological processes, a key difference between them is that
the social
norms prohibiting heterosexism are not as well established as
norms prohib-
20. iting racism and sexism. For example, it is still legal to
discriminate on the
basis of sexual orientation in most workplaces (National Gay
and Lesbian
Task Force, 1996), and 6 out of 10 Americans believe that
homosexuality is
morally wrong (Newport, 1998). In addition to differences in
social norms,
the emotional component of heterosexism may be stronger,
more subcon-
scious, and more personal than the feelings associated with
racism and sex-
ism (Herek, 1984). One consequence of this may be that the
ambivalence
experienced by aversive racists may be less than or different
from than the
ambivalence experienced by aversive heterosexists.
In sum, whereas racism, sexism, and heterosexism may share
common
foundations in social prejudice, heterosexism may also be
distinct from tradi-
tional and modern forms of prejudice. The common roots and
independence
perspectives provide an important context for understanding the
effects of
multiple group membership on interpersonal discrimination and
are the
foundation for our model on heterosexism in the workplace. We
now exam-
ine the effects of multiple group membership on interpersonal
discrimination
and heterosexism in the workplace.
Multiple group memberships and interpersonal discrimination.
Although
21. the relationships between heterosexism, racism, and sexism
provide one the-
oretical piece of the puzzle, we need to understand how an
individual’s mem-
bership in multiple minority groups affects his or her experience
of
heterosexism in the workplace. Although Ransford’s (1980)
model does not
address workplace discrimination, his theory of multiple group
memberships
provides a good basis for examining the effects of multiple
group member-
ships on heterosexism in the workplace.
Ransford (1980) proposed the “Multiple Jeopardy-Advantage”
(MJA)
hypothesis, which holds that members of multiple low-status
groups (i.e.,
African American females) may be faced with a double
disadvantage,
whereas members of multiple high-status groups (i.e., White
males) enjoy a
double advantage. Ransford presented two competing scenarios
of multiple
group memberships. The first is that the effects of membership
in multiple
low- or high-status groups are independent. For example, he
notes that
women of color experience both racism and sexism, but these
effects may be
independent; women of color would therefore experience
equivalent sexism
as White women. As applied to gay men and lesbians, we would
expect that
Ragins et al. / HETEROSEXISM IN THE WORKPLACE 51
22. lesbians would experience equivalent heterosexism as gay men,
and gay peo-
ple of color would experience the same heterosexism as their
majority gay
counterparts.
In contrast, Ransford’s (1980) second scenario holds that group
member-
ships interact synergistically so that the total impact of multiple
group mem-
berships is greater than the sum of individual memberships. He
proposed that
“multiple jeopardy emphasizes that class, ethnicity, sex and age
discrimina-
tion may combine to produce unique barriers that cannot be
explained by any
one of these hierarchies singly” (p. 280). Under this scenario,
women of color
would experience greater sexism than White women because of
the synergis-
tic effect of multiple group memberships. As applied to the
current study, les-
bians and gay people of color could be expected to experience
greater
heterosexism at work than their majority gay counterparts.
Ransford also the-
orized that White males have a dual advantage position due to
their race and
gender. In addition to main effects for race and gender, we
would also expect
an interaction resulting in White gay males’ experiencing less
heterosexism
than any other group.
23. There is little guidance from the literature as to which of these
models best
predicts interpersonal discrimination. Landrine and her
associates (1995)
assessed the MJA hypothesis by reviewing interpersonal
discrimination
studies published in social psychology and feminist journals, by
examining
race and gender differences in 1991 census salary reports, and
by conducting
a laboratory study on discriminatory reactions to television
characters
(Landrine et al., 1995). Landrine and colleagues found
conflicting support
for the interaction between multiple group memberships and
concluded that
one problem with the MJA hypothesis is that it assumes
equivalency across
low- or high-status group memberships. Their conclusion that
the effects of
multiple group memberships may be contingent on the type of
membership is
a key point to consider when examining sexual orientation as a
group mem-
bership and is congruent with our earlier discussion on the
similarities and
differences between heterosexism, racism, and sexism. We now
revisit that
earlier discussion and examine how the MJA hypothesis can be
applied to
heterosexism in the workplace.
Sexual orientation and multiple group memberships in the
workplace.
There has been a lack of theory or research on the relationship
24. between sexual
orientation and other group memberships in the workplace.
Ransford’s
(1980) two competing scenarios of interpersonal discrimination
provide a
good foundation for examining this topic and are congruent with
the common
roots and independence perspectives reviewed earlier. We
integrate these
52 GROUP & ORGANIZATION MANAGEMENT
approaches and use them as a springboard to develop two
competing models
of the effects of multiple group membership on heterosexism
and disclosure
in the workplace.
We call the first model the ”spillover model.” This model holds
that the
effects of race and gender spill over into heterosexism in the
workplace and
are in line with the MJA hypothesis prediction (Ransford, 1980)
that mem-
bership in multiple groups compounds the advantages or
disadvantages asso-
ciated with individual group memberships. This model is also
aligned with
the broader common roots perspective, which holds that
heterosexism, rac-
ism, and sexism are all forms of social prejudice that involve
attitudes,
beliefs, and behaviors that result in the superiority of one group
over another.
25. A basic premise of the spillover model is that the common
foundation of
different forms of prejudice allows for the transference of
discrimination
from one form to another at work. This is congruent with other
perspectives
on workplace diversity. For example, women and employees of
color are
often excluded from social networks and face increased
visibility and nega-
tive performance attributions that increase their susceptibility to
job discrim-
ination (Kanter, 1977; Pettigrew & Martin, 1987). These factors
may also
make gay employees of color reluctant to risk further
discrimination by dis-
closing their gay identity at work, and prior experiences of
racism or sexism
may amplify this reluctance (Rosabal, 1996).
Emerging norms on racism and sexism may also contribute to
the
spillover model. Because legislation and societal norms prohibit
blatant rac-
ism and sexism, these forms of discrimination may become
channeled into
more socially permissible forms of heterosexism. For example,
the use of a
racial slur against a gay employee of color could result in
immediate dis-
missal, but the use of a gay slur may not even warrant a
reprimand in most
workplaces.
A logical extension of the spillover model is that group
26. membership not
only penalizes employees who are members of low-status
groups but also
helps those in high-status groups. This view is aligned with
Ransford’s
(1980) proposal that upper-class White males obtain multiple
advantages
from their high-status group memberships. As applied to the
workplace, the
same perceptual and attributional processes that place women
and employ-
ees of color at a disadvantage may give advantages to their
majority counter-
parts. White gay males, for example, may be assumed to be
competent
because of their race and gender. Accordingly, although White
gay males
face heterosexism, the spillover model predicts that the status,
power, and
privilege associated with their race and gender should buffer
them from the
full brunt of heterosexism and decrease their experience of
heterosexism in
Ragins et al. / HETEROSEXISM IN THE WORKPLACE 53
the workplace. White gay males should therefore experience
less
heterosexism than any other gay group.
A competing model, which we label the “independence model,”
holds that
heterosexism is independent from other forms of workplace
discrimination.
27. This perspective predicts that race or gender will not affect
experiences of
heterosexism or the decision to be out at work. This model
builds upon
Ransford’s (1980) theory that group memberships are
independent in their
effects and is also aligned with the view that heterosexism
springs from a dif-
ferent foundation than racism or sexism. As discussed earlier,
there are a
number of ways in which heterosexism is different from other
forms of social
prejudice. First, heterosexism involves an emotional component
that lacks a
counterpart in racism and sexism. Second, the concealability of
homosexual-
ity amplifies courtesy stigmas and may fuel homophobia. Third,
homosexu-
ality is viewed as an immoral lifestyle choice that runs counter
to many reli-
gious doctrines. Finally, heterosexism may take a different form
in the
workplace than racism or sexism. For example, the competence,
intelligence,
motivation, or leadership of a female or minority employee is
often auto-
matically questioned as an expression of racism or sexism, but
these ques-
tions are usually not raised in response to an employee’s sexual
orientation.
In contrast, gay employees are often treated as an onerous
oddity, and their
identity becomes shaped by their sexual behavior. The questions
aimed at
gay employees often focus on their sexual behaviors, whether
they are HIV-
28. positive, or whether they will become sexual predators at work
(e.g.,
Friskopp & Silverstein, 1996; Woods, 1994) rather than on their
job perfor-
mance or competence.
These factors may combine to create a situation whereby the
heterosexism
faced by gay employees is not influenced by their other group
memberships.
Under this model, lesbians would be as likely as gay men to
experience
heterosexism, and gay people of color would face equivalent
heterosexism as
their White counterparts. Additionally, White gay males would
not gain a
heterosexism buffer by their race or gender and would therefore
be as likely
to experience heterosexism as their female and minority
counterparts. Simi-
larly, the independence model would predict that inasmuch as
race and gen-
der would not affect heterosexism, and heterosexism is related
to disclosure
decisions (Ragins & Cornwell, 2001), race and gender would
therefore not
affect the decision to disclose a gay identity at work.
Although both the spillover and the independence models are
plausible,
there is no research to support one perspective over another in
predicting dis-
crimination against gay employees. We therefore assess the
spillover model
by testing the prediction that lesbians and gay people of color
will be less
29. 54 GROUP & ORGANIZATION MANAGEMENT
likely to disclose their sexual orientation and will report more
workplace dis-
crimination on the basis of sexual orientation than will their
majority gay
counterparts.
We controlled for two important factors in our study. First,
because gay
employees in organizations covered by legislation prohibiting
sexual orien-
tation discrimination are more likely to be out at work and
report less work-
place discrimination than those in organizations that are not
governed by
such legislation (Ragins & Cornwell, 2001), we controlled for
this variable in
our study. It is also important to control for disclosure of sexual
orientation
when investigating reports of discrimination; a gay employee
may be less
likely to be the direct target of heterosexism if no one at work
knows that she
or he is gay. Accordingly, we controlled for these variables in
our test of the
spillover model:
Hypothesis 1a: Holding protective legislation constant, lesbians
will be less likely
than gay males to disclose their sexual orientation in the
workplace, and gay
people of color will be less likely than gay Caucasians to
30. disclose their sexual
orientation in the workplace.
Hypothesis 1b: Holding protective legislation constant, gay
White males will be
more likely than any other group to disclose their sexual
orientation in the
workplace.
Hypothesis 2a: Holding protective legislation and disclosure of
sexual orientation
constant, lesbians will report more heterosexism in the
workplace than will gay
males, and gay people of color will report more heterosexism
than will gay
Caucasians.
Hypothesis 2b: Holding protective legislation and disclosure of
sexual orientation
constant, White gay males will report less heterosexism in the
workplace than
will any other group.
Workplace discrimination may be affected by more than an
individual’s
group membership. As we discuss next, the demographic
composition of the
work group is a critical variable that may affect reports of
heterosexism and
the decision to be out at work.
RELATIONAL DEMOGRAPHY AND
HETEROSEXISM IN THE WORKPLACE
A factor that may be even more important than the gay
employee’s race or
31. gender is the race, gender, and sexual orientation of his or her
supervisor and
workgroup. A relational demography perspective predicts that
individuals
who work with managers and teams that are similar to them will
form closer
work relationships than will individuals who work in dissimilar
work groups
(Tsui et al., 1992; Tsui & O’Reilly, 1989). A number of
observable and
Ragins et al. / HETEROSEXISM IN THE WORKPLACE 55
unobservable demographic characteristics have been
investigated in studies
of relational demography (e.g., race, ethnicity, gender,
education, age, atti-
tudes, and tenure) (see Riordan, 2001; Tsui & Gutek, 1999).
However, these
studies have not examined sexual orientation as a demographic
variable and
have assumed that the effects of other demographic variables
generalize to
gay employees.
An application of relational demography theory to sexual
orientation in
the workplace leads to the prediction that sexual orientation
discrimination
and the decision to disclose a gay identity at work may be
affected by the rela-
tional demography of the work team and supervisory
relationship. Gay
employees who have coworkers and supervisors of the same
32. race, gender,
and sexual orientation should have a more supportive work
environment than
employees in work settings where they are the only people of
their race, gen-
der, or sexual orientation.
Holding protective legislation constant, we therefore expect the
following
relationships:
Hypothesis 3: Gay employees who share a similar sexual
orientation, gender, or
race with coworkers will be more likely to disclose their gay
identity and, hold-
ing disclosure constant, will report less workplace
discrimination than
employees who differ from their coworkers.
Hypothesis 4: Gay employees who share a similar sexual
orientation, gender, or
race with their supervisor will be more likely to disclose their
gay identity and,
holding disclosure constant, will report less workplace
discrimination than
employees who differ from their supervisor.
Finally, we explore whether these relational demography effects
are sym-
metrical for different groups. Existing research suggests that the
effects of
demographic similarity may be different for majority and
minority group
members, and some research indicates that majority members
have a more
difficult time in diverse groups than do minority members (see
33. reviews by
Riordan, 2001; Tsui & Gutek, 1999). Riordan (2001) has called
for more
research that investigates nonsymmetrical demographic effects,
but there is
little theory or research to guide an investigation of these
effects among gay
employees. In fact, asymmetrical demography effects may be
quite different
for gay employees. For example, current research predicts that a
heterosexual
male may have a negative reaction to being in an all-female
group (Riordan,
2001), but this reaction may be quite different in the case of a
gay male in an
all-female group. Accordingly, we investigate this issue with a
research
question:
56 GROUP & ORGANIZATION MANAGEMENT
Research Question: Are relational demography effects among
gay employees
symmetrical for race and gender?
METHOD
PROCEDURE AND RESPONDENTS
Sampling procedure. As part of a larger study on workplace
diversity
(Ragins & Cornwell, 2001), surveys were sent to a national
random sample
of 2,919 members of three national gay rights organizations in
34. the United
States. Specifically, we sent surveys to 1,488 members of one of
the largest
gay civil rights organizations in the nation. To obtain a diverse
sample, we
sent an additional 681 surveys to members of a national gay
Latino/a organi-
zation, and 750 surveys were sent to a national gay African
American organi-
zation. A stratified random sampling technique was used in
which equal
numbers of men and women were selected by geographic area.
The surveys
were mailed in 1997 and were completely anonymously; there
was no identi-
fying information on the surveys that would connect them to the
respondents.
Two reminder postcards and a reminder letter were sent to all
respondents. A
total of 334 surveys were returned unanswered for various
reasons, the pri-
mary reason being undeliverable mail (283); 51 surveys were
returned unan-
swered because respondents were retired, unemployed, self-
employed, het-
erosexual, or deceased. Completed surveys were returned by
768
respondents, yielding a response rate of 30%.
Respondents. Because this study investigated workplace
discrimination
against gay employees, surveys returned from the following
groups were not
used in the analyses: those indicating they were heterosexual (n
= 20) or
unsure of their sexual orientation (n = 3), those who were self-
35. employed (n =
99) or employed by a gay, lesbian, or bisexual organization (n =
51), and
those who were not employed in paid positions (i.e., retired,
unemployed, or
volunteers) (n = 61). The final sample consisted of 534
respondents.
The sample consisted of 168 women and 363 men; 3
respondents did not
report their gender. The majority of the respondents considered
themselves
gay or lesbian (92.9%), as compared with bisexual (7.1%). The
racial and
ethnic background of the respondents was 67.6% White (n =
361), 15.2%
Black (n = 81), 12.2% Latino/Hispanic (n = 65), .7% Asian (n =
4), 1.1% mul-
tiracial (n = 6) and 1.1% other (n = 6); 11 (2.1%) did not report
their race.1 The
Ragins et al. / HETEROSEXISM IN THE WORKPLACE 57
average age of the respondents was 41 years. The respondents
were highly
educated—the majority held bachelor’s degrees (38.6%), and
many had
master’s (28.2%) and doctoral (17.9%) degrees. Forty-one
percent of the
sample earned between $26,000 and $50,000 a year, and 24%
earned
between $51,000 and $75,000 a year. The average tenure in
their current
organization was 9.3 years, and the average tenure in their
36. current position
was 6.1 years. The majority of respondents held professional or
technical
jobs (68.5%) and managerial jobs (19.7%); the remainder of the
sample were
employed in clerical or sales positions (4.9%), service or craft
(6.4%), or
agricultural (.4%). Respondents also came from a large range of
industries,
such as education (24.2%), health (17%), government (14.8%),
service
(12.2%), manufacturing (9.2%), finance/insurance (6.8%),
arts/entertain-
ment (4.8%), advertising/publishing (3.1%), travel (2.0%),
human services
(2.0%), and design/fashion (.9%).
MEASURES
The survey was developed and pretested on an opportunity
sample of 28
gay and lesbian employees across the nation. The pretest was
used to ensure
clarity, refine instruments, and select items. The staff from the
gay rights
organizations that provided the mailing lists also critiqued and
approved the
pretest and final surveys.
Controls for protective legislation. Respondents were asked the
city and
state in which they worked. Because legislation varies by
region, multiple
sources were used to determine current legislation governing
respondents’
employers (Button, Rienzo, & Wald, 1997; National Gay and
37. Lesbian Task
Force, 1996; Wald, Button, & Rienzo, 1997). The protective
legislation vari-
able was coded 0 = not covered by protective legislation or 1 =
covered by
protective legislation; therefore, higher values represent
protective coverage.
Work group and supervisor demographic composition. As
recommended
by Riordan and Shore (1997), we operationalized our
demographic variables
as the individual’s demographic characteristic relative to his or
her supervi-
sor and work group. A set of questions asked respondents to
indicate whether
their coworkers were mostly the same race or ethnicity as them
(coded as 3),
about equally balanced (coded as 2), or mostly a different race
or ethnicity
from them (coded as 1). Parallel sets of questions and codings
were used to
assess the gender and sexual orientation of the work group.
Another set of
questions asked respondents if their supervisors were the same
race or ethnic-
ity as them (coded 1) or a different race or ethnicity from them
(coded 0).
58 GROUP & ORGANIZATION MANAGEMENT
Parallel questions and coding were used to assess the
supervisor’s gender and
sexual orientation. Higher values therefore represent greater
38. similarity of the
respondent’s race, gender, and sexual orientation to his or her
manager and
work group. Respondents were also given an option of “don’t
know” for
reporting similarities of their coworkers’ and manager’s race
and sexual ori-
entation. These responses were recoded as missing data in the
analyses.
Workplace discrimination. A review of the literature revealed
no
psychometrically established measures of sexual orientation
discrimination
at work. A modified version of the Workplace
Prejudice/Discrimination
Inventory (James, Lovato, & Cropanzano, 1994) was therefore
used to test
the hypotheses and research questions. The 15-item, single-
factor instrument
has established reliability and validity (James et al., 1994). The
inventory
measures perceptions of race discrimination in the workplace,
so items relat-
ing to race were replaced with items relating to sexual
orientation. Sample
inventory items are “Prejudice against gays and lesbians exists
where I
work,” “At work I am treated poorly because of my sexual
orientation,” and
“Supervisors scrutinize the work of gay and lesbian employees
more than the
work of heterosexual employees.” Although the instrument
measures both
experienced and observed discrimination, prior studies have
found that the
39. instrument represents a single factor (James et al., 1994), and a
principal
components factor analysis conducted on the present sample
also yielded a
single factor with an eigenvalue of 7.49, accounting for 53.6%
of the vari-
ance. The instrument uses a 7-point Likert-type scale, with
responses ranging
from 7 (completely agree) to 1 (completely disagree). Higher
values there-
fore indicate greater reported workplace discrimination. The
coefficient
alpha found in the present study for this instrument was .94.
Disclosure of sexual orientation at work. Disclosure was
measured with
the following question: “At work, have you disclosed your
sexual orientation
to (Please check one option): (1) no one, (2) some people, (3)
most people, (4)
everyone.” These four options were modified from similar “out
at work”
scales used by Croteau and Lark (1995), Levine and Leonard
(1984), and
Schneider (1987). Higher values represent greater disclosure of
sexual orien-
tation at work.
RESULTS
The correlations, means, and standard deviations for the
variables are dis-
played in Table 1. Our sample reflected substantial diversity in
work group
Ragins et al. / HETEROSEXISM IN THE WORKPLACE 59
40. relationships. For supervisor-subordinate relationships, 30% (n
= 159) of
respondents reported that their supervisor was a different race
or ethnicity
from them, 68% (n = 362) had supervisors of the same race or
ethnicity as
them, and 5 individuals did not know their supervisor’s race. In
terms of gen-
der, 43% (n = 227) had a supervisor of the opposite sex, and
57% (n = 299)
had a supervisor of the same sex. In terms of the supervisor’s
sexual orienta-
tion, 85.8% (n = 452) had heterosexual supervisors, 8.9% (n =
47) had gay
supervisors, and 5.3% (n = 28) did not know their supervisor’s
sexual orien-
tation. With respect to work group demography, 24% (n = 126)
had cowork-
ers that were mostly a different race or ethnicity from them,
18% (n = 97)
worked in groups that were about equally balanced, 57% (n =
305) had
coworkers who were mostly the same race or ethnicity as them,
and 1 respon-
dent reported not knowing coworkers’ race or ethnicity. For
gender, 29% (n =
154) worked in groups composed mostly of individuals of the
opposite sex,
43% (n = 224) were in gender-balanced work groups, and 28%
(n = 148)
worked in groups that were mostly the same gender as them. For
sexual ori-
entation, the majority of the respondents (89.3%, n = 474)
41. reported that most
of their coworkers were heterosexual, 6.6% (n = 35) reported
that their work
groups were about equally balanced, 2.3% (n = 12) reported that
most of their
coworkers were gay or lesbian, and 1.9% (n = 10) did not know
their cowork-
ers’ sexual orientation.
There was also significant variation in the degree to which
individuals
were out at work: In total, 11.7% reported that they were out to
no one at
work, 37% reported being out to some people, 24.6% reported
being out to
most people, and 26.7% reported being out to everyone at work.
We also wanted to assess whether our African American, Latino
Ameri-
can, Asian American, and multiracial respondents differed in
experienced
discrimination and disclosure decisions. Analyses of variance
indicated that
respondents of color did not significantly differ from one
another in the
dependent variables of disclosure of sexual orientation, F(3,
152) = .552, ns,
or reports of sexual orientation discrimination, F(3, 150) = .796,
ns. We
therefore combined and recoded the race variable as 1 (White
respondent) or
0 (respondent of color).
Hierarchical regression analyses were used to test the study’s
hypotheses.
Our first set of hypotheses tested the spillover perspective,
42. which predicted
that lesbians and gay people of color would be less likely to
disclose their sex-
ual orientation (Hypothesis 1a) and would report more
heterosexism at work
(Hypothesis 2a) than would their majority gay counterparts. We
also tested
for a significant interaction of race and gender, resulting in
White gay males
reporting less heterosexism (Hypothesis 2b) and being more
likely to dis-
close at work (Hypothesis 1b) than any other group. As
displayed in Table 2,
60 GROUP & ORGANIZATION MANAGEMENT
only Hypothesis 1a was partially supported. When holding
protective legis-
lation constant, gender was not significantly related to
disclosure, but gay
people of color were less likely than their White counterparts to
be out at
work. No support was received for the other spillover
hypotheses. When
holding protective legislation and disclosure constant, we found
no signifi-
cant race or gender effects in reports of heterosexism at work.
Moreover, the
lack of a significant interaction between race and gender
indicated that White
gay males were as likely as other groups to disclose and report
equivalent
heterosexism.
43. Hypotheses 3 and 4 examined the effects of the demographic
composition
of the work team and supervisory relationship on disclosure and
reported dis-
crimination. Because women and people of color are more likely
to be in the
minority in work groups, we controlled for race and gender
effects by enter-
ing the respondent’s race and gender in the second step of our
hierarchical
analyses. As displayed in Table 2, we found partial support for
Hypothesis 3.
Gay respondents who worked with mostly gay coworkers
reported less
Ragins et al. / HETEROSEXISM IN THE WORKPLACE 61
TABLE 1
Means, Standard Deviations, and Intercorrelations
for Study Variables (N = 499)
M SD 1 2 3 4 5 6 7 8 9 10
1. Reported
discrimination 45.3 20.5
2. Protective
legislation .70 .46 –.14
3. Out at work 2.66 1.00 –.29 .20
4. Supervisor’s race .70 .46 –.08 .01 .12
5. Supervisor’s
gender .57 .50 .00 –.04 –.04 .08
6. Supervisor’s
44. sexual orientation .09 .29 –.17 .05 .11 –.01 .09
7. Coworkers’ race 2.34 .84 –.02 –.04 .07 .66 .05 –.06
8. Coworkers’
sexual orientation 1.11 .38 –.28 .06 .26 –.04 –.01 .42 –.02
9. Coworkers’ gender 2.01 .76 –.01 –.04 –.04 –.05 .36 .01 –.02
.08
10. Respondent’s race .69 .46 –.04 .02 .08 .60 .10 –.05 .60 –.02
.03
11. Respondent’s gender .68 .47 –.04 .03 .01 .09 .13 .03 .04 .00
.16 .08
NOTE: The significance levels for correlations are r > .07, p <
.05; r > .10, p < .01; r > .14, p <
.001; r > .20, ns, one-tailed. Higher values represent more
discrimination, protective legislation,
greater disclosure at work, and greater demographic similarity
with coworkers and supervisors.
Respondent’s race is coded 1 = majority, 0 = minority.
Respondent’s gender is coded 1 = male,
0 = female.
heterosexism and were more likely to be out at work than were
respondents
who worked in balanced or mostly heterosexual groups.
However, the gender
or racial composition of the work team was not significantly
related to dis-
crimination or disclosure. Relational demography had a
somewhat stronger
effect in the supervisor-subordinate relationship. In partial
support of
45. Hypothesis 4, respondents with supervisors of the same sexual
orientation or
62 GROUP & ORGANIZATION MANAGEMENT
TABLE 2
Results of Hierarchical Regression Analyses: Tests of
Hypotheses
Perceived Workplace
Disclosure At Work Discrimination
β ∆R2 R2 β ∆R2 R2
Hypotheses 1a and 2a
Step 1
Control variables .04*** .04*** .09*** .09***
Protective legislation .20*** –.09*
Disclosure at worka –.27***
Step 2
Race and gender effects .01 .04*** .01 .09***
Respondent’s race .07* –.02
Respondent’s gender –.01 –.03
Hypotheses 1b and 2b
Step 3
Race and gender interaction .14 .01 .05*** .07 .00 .09***
Hypothesis 3
Step 3
Work team effects .07*** .11*** .04*** .13***
Coworkers’ sexual orientation .26*** –.22***
46. Coworkers’ race .05 –.01
Coworkers’ gender .05 .01
Hypothesis 4
Step 3
Supervisor effects .02** .07*** .02** .11***
Supervisor’s sexual orientation .11** –.14***
Supervisor’s race .11** –.05
Supervisor’s gender –.05 .01
NOTE: Higher values represent protective legislation, more
discrimination, greater disclosure,
and greater demographic similarity to coworkers and
supervisors. Respondent’s race is coded
1 = majority, 0 = minority. Respondent’s gender is coded 1 =
male, 0 = female.
a. Disclosure at work was only entered as a control variable in
analyses involving perceived
workplace discrimination.
*p ≤ .05. **p ≤ .01. ***p ≤ .001. One-tailed significance tests
were used for directional hypothe-
ses, two-tailed levels for control variables.
race were more likely to be out at work than were respondents
with supervi-
sors of a different race or sexual orientation. Additionally,
respondents with
gay supervisors reported less workplace discrimination than
those with het-
erosexual supervisors. The gender of the supervisor did not
affect disclosure
or reported discrimination. In short, we found significant
demography
47. effects for similarities based on sexual orientation and
supervisor’s race but
no significant effects for similarities based on gender.
The finding that gay employees were more likely to disclose
their sexual
orientation when they had supervisors of the same race led us to
ask a follow-
up question about whether this effect was independent of the
supervisor’s
sexual orientation. To answer this question, we entered the
supervisor’s sex-
ual orientation before the race similarity variable in a
hierarchical regression
analysis. When controlling for the sexual orientation of the
supervisor, along
with the other control variables (protective legislation,
respondent’s race and
gender), the similarity in the supervisor’s race variable
maintained its signifi-
cant relationship with disclosure of sexual orientation (Beta =
.10, p < .05).
This indicated that irrespective of the supervisor’s sexual
orientation and the
employee’s race, gay employees with supervisors of the same
race were
more likely to be out at work than those with supervisors of a
different race.
Our research question assessed whether these relational
demography
variables varied by the respondent’s race or gender.2 To answer
this question,
we tested the interaction between all the relational demography
variables and
the respondent’s race and gender in a series of regression
48. analyses. We
entered the control variables in the first step of the analyses,
followed by the
main effect terms in the second step (respondent’s race and
gender, and the
relational demography of the team and supervisory relationship)
and the
interaction terms in the final step. None of the interactions was
significant for
disclosure, indicating that the demography effects found for
disclosure did
not vary by the respondent’s race or gender.
Whereas race and gender main effects were not significant, we
found
three significant interactions for discrimination. First, as
indicated in Table 3,
we found a significant interaction between the respondent’s
gender and the
gender composition of the work team. As displayed in Figure 1,
both gay men
and lesbians encountered the most heterosexism in work teams
composed of
primarily men, and this effect was amplified for lesbians.
Second, we found a
significant interaction between the respondent’s and
supervisor’s gender. A
plot of the adjusted means in Figure 2 revealed that both gay
men and lesbians
reported more heterosexism with male supervisors than with
female supervi-
sors and that lesbians with male supervisors reported
significantly more
heterosexism than did any other group. Combined, these two
interactions
49. Ragins et al. / HETEROSEXISM IN THE WORKPLACE 63
indicate that heterosexism is more likely to be reported in work
environments
involving male supervisors and primarily male work teams and
that this
effect is stronger for lesbians than for gay men.
The third significant interaction was between the respondent’s
race and
the racial composition of the work group. As displayed in
Figure 3, both
64 GROUP & ORGANIZATION MANAGEMENT
TABLE 3
Significant Interactions for Research Question
Perceived Workplace Discrimination
β ∆R2 R2
Step 1
Control variables .09*** .09***
Protective legislation –.09*
Disclosure at work –.27***
Step 2
Main effects .00 .09***
Respondent’s gender –.04
Coworkers’ gender .02
Step 3
50. Respondent × Coworker Gender –.53*** .02*** .12***
Step 1
Control variables .09*** .09***
Protective legislation –.09*
Disclosure at work –.27***
Step 2
Main effects .00 .09***
Respondent’s gender –.04
Supervisor’s gender –.01
Step 3
Respondent × Supervisor Gender .20* .003* .10***
Step 1
Control variables .09*** .09***
Protective legislation –.09*
Disclosure at work –.27***
Step 2
Main effects .00 .09***
Respondent’s race –.02
Coworkers’ race .00
Step 3
Respondent × Coworker Race .41** .01** .10***
NOTE: Only significant interactions are displayed in the table.
Higher values represent protec-
tive legislation, more discrimination, and greater demographic
similarity to coworkers and supervi-
sors. Respondent’s race is coded 1 = majority, 0 = minority.
Respondent’s gender is coded 1 = male,
0 = female.
*p ≤ .05. **p ≤ .01. ***p ≤ .001, two-tailed.
51. Ragins et al. / HETEROSEXISM IN THE WORKPLACE 65
42.72
43.4
58.38
51.67
42.41
43.67
40
42
44
46
48
50
52
54
56
58
52. 60
Same Balanced Opposite
Coworkers' Gender
P
er
ce
iv
ed
D
is
cr
im
in
at
io
n
Female Male
Lesbians in primarily male groups
Gay men in primarily male groups
Figure 1: Adjusted Perceived Discrimination Means for
Significant Respondent’s Gen-
der by Coworkers’ Gender Interaction
54. is
cr
im
in
at
io
n
Female Male Lesbians with male supervisors
Gay men with male supervisors
Figure 2: Adjusted Perceived Discrimination Means for
Significant Respondent’s Gen-
der by Supervisor Interaction
White gays and gays of color reported the most heterosexism in
primarily
White work teams. Additionally, both White gays and gays of
color reported
less heterosexism in groups that were racially balanced than in
groups that
were primarily White or composed primarily of people of color.
To ensure
that these interactions were not due to the sexual orientation of
coworkers or
supervisors, we reran all the analyses controlling for this
variable. All three
interactions retained significance.
55. DISCUSSION
We used a national sample of gay and lesbian employees to
examine the
effects of race, gender, and work group demography on reports
of sexual ori-
entation discrimination and disclosure of sexual orientation at
work. Our
study breaks new ground in exploring the effects of multiple
group member-
ships and relational demography on the workplace experiences
of gay
employees and provides a foundation for future research and
theory develop-
ment on this understudied population.
66 GROUP & ORGANIZATION MANAGEMENT
46.3
36.63
47.42
44.16
37.93
49.56
34
36
38
57. n
Majority M inority
Primarily white group
Primarily white group
Figure 3: Adjusted Perceived Discrimination Means for
Significant Respondent’s Race
by Coworkers’ Race Interaction
THE EFFECTS OF MULTIPLE GROUP MEMBERSHIPS
ON HETEROSEXISM AND DISCLOSURE
We developed and tested two competing models of the effects of
multiple
group membership on reports of heterosexism and the decision
to disclose a
gay identity at work: the independence model and the spillover
model. The
results of our study indicate more support for the independence
model than
for the spillover model. In contrast to the spillover model,
lesbians and gay
people of color did not report more heterosexism than their
White male coun-
terparts, and lesbians were as likely as gay men to be out at
work. However, in
support of the model, gay people of color disclosed their sexual
orientation to
fewer people at work than their White counterparts. One
explanation for this
is that gay people of color are more likely to be in the numerical
minority in
58. organizations than women, and this visibility may increase the
perceived
risks associated with disclosure. Gay employees of color may
already feel
that they are under a microscope at work because of their race
and may not
want to feed the gossip mill by coming out at work. They may
fear that their
visibility may promote a “domino effect” in which their
disclosure to a select
group of individuals results in everyone in the organization
knowing their
sexual orientation. Finally, gay people of color who encounter
racism at work
may fear that a revelation of a gay identity may “add fuel to the
discrimina-
tory fire.”
The finding that lesbians and gay employees of color reported
equivalent
heterosexism at work as White gay males supports the
independence model,
which holds that the forms and functions of heterosexism make
it distinct
from racism or sexism. A key distinction is that the invisibility
of sexual ori-
entation combines with sexual insecurities and identity conflicts
to create an
emotional reaction that has no real counterpart in race and
gender. Individ-
uals are usually not afraid that they are or will become another
race or gender
or that they will be perceived as being a different race or gender
by mere asso-
ciation with a stigmatized group. Another distinction is that
unlike sexual ori-
59. entation, race and gender are not viewed as immoral lifestyle
choices that
violate religious doctrines.
Although our study provides a good start, more research is
needed that
examines the underpinnings of racism, sexism, and
heterosexism in organi-
zations. Our study assessed race and gender effects, but future
research could
take the next step by comparing mean reports of sexism, racism,
and
heterosexism using a racially diverse sample of gay and lesbian
employees.
We also need a more thorough understanding of the relationship
between
homophobia and heterosexism in organizations and the
antecedents and out-
comes of these constructs.
Ragins et al. / HETEROSEXISM IN THE WORKPLACE 67
Whereas memberships in multiple high-status groups may give
some
individuals an advantage, we found no evidence of this among
the White gay
men in our study, who reported equivalent heterosexism as other
groups. The
race and gender of these men apparently did not buffer them
from sexual ori-
entation discrimination. One reason for this may be that openly
gay men may
not be invited to join the “good old boys’ club.” Moreover, the
disclosure of a
60. gay identity after entering this club may evoke heterosexist
backlash; gay
men may be viewed as “imposters who infiltrated the White
heterosexual
male bastion.” Additionally, our finding that White gay men
were as likely to
be out at work as their female and minority counterparts
suggests that
although coming out may mean relinquishing the privileges
associated with
their race and gender, the emotional costs involved with hiding
a gay identity
may make that decision well worthwhile.
Future research should use both quantitative and qualitative
approaches to
examine race and gender differences in identity management
strategies. Our
study examined race and gender differences in the decision to
disclose, but
we did not explore the strategies used by those who concealed
their sexual
identity at work (cf. Button, 2001). Although lesbians were as
likely as gay
men to be out at work, it would be interesting to examine the
identity manage-
ment strategies used by those who remained in the closet. For
example,
Woods (1994) observed that two nondisclosure strategies
involve avoiding
the issue of sexuality and counterfeiting a heterosexual identity.
Are there
race and gender differences in the use of these strategies? One
could argue
that counterfeiting a heterosexual identity would be difficult for
those who
61. are already highly visible because of their minority status.
Additionally, the
number of minority group memberships may matter; individuals
who are
members of multiple stigmatized groups may be more adept at
managing
their identities than those who are members of just one
stigmatized group.
Future research could also explore the factors that predict
disclosure in the
workplace. Lesbians were as likely as gay men to be out at
work, but the fac-
tors that led to this decision may vary by race and gender. We
need to under-
stand what factors build the sense of trust and safety necessary
for lesbians
and gay people of color to disclose at work. Perhaps they
disclose their sexual
orientation to coworkers only after they have “tested the water”
for racism
and sexism. These questions point to the importance of
examining not just the
race and gender of the gay employee but also the demographic
composition
of their work environment.
68 GROUP & ORGANIZATION MANAGEMENT
THE IMPACT OF RELATIONAL DEMOGRAPHY
ON HETEROSEXISM AND DISCLOSURE
Although the race and gender of gay employees did not affect
their reports
62. of heterosexism, the demographic composition of their work
environment
emerged as an important predictor of disclosure and
discrimination. In fact,
sexual orientation emerged as the leading demographic
predictor of work-
place experiences for gay employees. In support of relational
demography
theory, gay employees with gay supervisors or primarily gay
work groups
were more likely to be out at work and reported less
heterosexism than
employees in heterosexual work environments. Whereas sexual
orientation
is often omitted from discussions of relational demography, it is
central to
gay employees and should be included in future research.
Also in line with relational demography theory was the finding
that gay
employees were more likely to disclose their sexual orientation
when they
had supervisors of the same race or ethnicity, and this effect
held regardless
of the supervisor’s sexual orientation or the employee’s race.
This suggests
that although gay employees of color may be more reluctant
than White
employees to disclose at work, having a same-race supervisor
may lessen this
reluctance. Even if the supervisor is heterosexual, similarity in
race may be
sufficient to build the trust necessary for disclosure. Gay
employees may also
view a supervisor of a different race as less motivated to protect
them from
63. the potentially negative consequences of disclosure.
We found no support for relational demography predictions
regarding
gender similarity. Gender similarity in supervisory relationships
and work
teams did not affect disclosure or reports of heterosexism. On
closer inspec-
tion, it becomes clear that the assumption of heterosexuality
underlies rela-
tional demography predictions. Gender similarity predictions
are based on
the idea that working with someone of the same gender
increases an individ-
ual’s sense of comfort, security, and acceptance. This comfort
may not be
afforded to gay employees; the experience of a gay male
working in a group
of heterosexual men may be quite different from the experience
of a hetero-
sexual male in a heterosexual male group. The prediction that
gender similar-
ity creates a positive group climate also assumes that
individuals in same-
gender groups do not encounter the potential for sexual tension
that may be
present in cross-gender groups. This prediction is reversed for
gay employ-
ees; a gay male working in a group of gay males may encounter
similar sexual
tensions as might a heterosexual male working in a group of
heterosexual
females. This suggests that biological sex may be a poor
predictor of
Ragins et al. / HETEROSEXISM IN THE WORKPLACE 69
64. perceived similarity among gay employees. Moreover,
biological sex may be
an entirely meaningless construct for transgendered employees,
whose gen-
der identity is independent from their biological sex.
Some of the most intriguing findings in our study involved the
significant
interactions between the relational demography variables and
the respon-
dent’s race and gender. The most provocative finding was that
both White
and minority gay employees reported less heterosexism in
groups that were
racially balanced than in primarily White or non-White groups,
and this find-
ing held even when controlling for the group’s sexual
orientation. One expla-
nation for this finding is that teams that are diverse on one
dimension (i.e.,
race) may undergo a diversity awareness process that transfers
to other
dimensions (i.e., sexual orientation). This supports the idea that
diversity in
one area helps teams deal with diversity in other areas.
However, a less opti-
mistic interpretation is that racially diverse groups are so
focused on dealing
with race issues that issues relating to sexual orientation slip
into the back-
ground. These two scenarios present an exciting agenda for
future research.
Do racially diverse teams develop greater self-awareness of all
65. forms of
diversity, or does the conflict derived from dealing with one
form of diversity
overshadow issues relating to other forms of diversity?
Our study also revealed that gay employees who worked in
primarily male
groups or who had male supervisors were more likely to report
heterosexism
than were employees who worked in gender-balanced or female-
dominated
work environments. Additionally, this effect was significantly
more likely to
be found among lesbians than among gay men, indicating that
lesbians in
male-dominated environments may face extensive heterosexism
at work.
Future research can build on this finding by examining the
predictors, moder-
ators, and outcomes of these relationships.
Although the demography of the work group is an important
predictor of
the workplace experiences of gay employees, team demography
may not be
as important as the group’s values and attitudes about
homosexuality. Future
research can investigate this topic and draw on current views of
workplace
diversity that distinguish between demographic “surface
diversity” and
“deep-level diversity,” which reflects group members’ attitudes,
values, and
beliefs (Harrison, Price, & Bell, 1998). It would be interesting
to assess how
group demography interacts with attitudes toward
66. homosexuality to affect
work outcomes for gay employees.
LIMITATIONS OF THIS STUDY
Several limitations of this study should be mentioned. First, the
use of
members of national gay rights organizations may limit the
generalizability
70 GROUP & ORGANIZATION MANAGEMENT
of the study. This group may be more likely than other gay
groups to be out at
work, they may be more sensitive to discrimination, and they
may be more
likely to choose organizations that are supportive of gay
employees.
It should also be noted that we examined subjective reports of
perceived
workplace discrimination, which may under- or overestimate
objective dis-
crimination. For example, lesbians and gay employees of color
may
underreport heterosexism if they perceive it as being minimal
relative to the
racism and sexism they experience at work. The lack of gender
and race dif-
ferences in reported discrimination could also be a function of
gender and
race differences in discrimination attributions. Existing research
indicates
that women and people of color are less likely than their White
67. male counter-
parts to blame poor performance in ambiguous situations on
discrimination
(Ruggiero & Taylor, 1995). This research suggests that lesbians
and gay
employees of color may deny that discrimination exists or may
assume per-
sonal responsibility for workplace discrimination.
Another limitation of our study is that we did not take the
climate of the
organization into account. Disclosure of a gay identity may be
affected not
only by “gay-friendly” climates but also by the degree to which
employees
are allowed or encouraged to share any form of personal
disclosure at work.
Personal disclosure may be more common in some workplaces
and occupa-
tions than others and may vary by tasks and relationships with
peers. For
example, disclosure may be less likely to occur in teams that do
not involve
face-to-face interaction, in cases where employees have
different coworkers
every day (i.e., flight attendants), or in work situations that
involve physi-
cally close interactions (i.e., firefighters and police officers).
Finally, the results of our study may or may not generalize to
the bisexual
and transgender populations. Additionally, our survey did not
allow respon-
dents to indicate whether they were transgendered.
Transgendered individu-
als may self-identify as heterosexual, and because we excluded
68. self-identi-
fied heterosexuals (n = 20) from our analyses, we may have also
excluded
transgendered respondents.
In conclusion, the results of our study suggest that race, gender,
and sexual
orientation should not be considered in a vacuum but should be
considered in
relation to the broader work environment. Although the results
of this study
suggest that relational demography is central to the work
experiences of gay
employees, heterosexual assumptions underlying this theory
need to be
examined more closely. Finally, it is clear that more research is
needed that
explores the complex interactions between multiple group
identities in the
workplace and the effects of these identities on gay employees’
workplace
experiences.
Ragins et al. / HETEROSEXISM IN THE WORKPLACE 71
NOTES
1. Undeliverable mail was due to change of addresses. The
majority of these returned sur-
veys came from the mailing lists of the African American and
Latino American gay civil rights
groups. Race differences in return rates may therefore partially
be attributable to the use of older
mailing lists by the African American and Latino American
69. groups.
2. We were not able to test for symmetrical sexual orientation
effects because we did not
have heterosexuals in our sample.
REFERENCES
Allport, G. W. (1954). The nature of prejudice. Cambridge, MA:
Addison-Wesley.
Badgett, L. (1996). Employment and sexual orientation:
Disclosure and discrimination in the
workplace. Journal of Gay and Lesbian Social Services, 4, 29-
52.
Benokraitis, N. V., & Feagin, J. R. (1995). Modern sexism:
Blatant, subtle, and covert discrimi-
nation. Englewood Cliffs, NJ: Prentice Hall.
Button, S. B. (2001). Organizational efforts to affirm sexual
diversity: A cross-level examina-
tion. Journal of Applied Psychology, 86, 17-28.
Button, J. W., Rienzo, B. A., & Wald, K. D. (1997). Private
lives, public conflicts: Battles over
gay rights in American communities. Washington, DC: CQ
Press.
Croteau, J. M. (1996). Research on the work experiences of
lesbian, gay and bisexual people: An
integrative review of methodology and findings. Journal of
Vocational Behavior, 48, 195-
209.
Croteau, J. M., & Lark, J. S. (1995). On being lesbian, gay, or
70. bisexual in student affairs: A
national survey of experiences on the job. NASPA Journal, 32,
189-197.
Dovidio, J. F., & Gaertner, S. L. (Eds.). (1986). Prejudice,
discrimination and racism. San
Diego: Academic Press.
Ferdman, B. M. (1999). The color and culture of gender in
organizations: Attending to race and
ethnicity. In G. Powell (Ed.), Handbook of gender & work (pp.
17-34). Thousand Oaks, CA:
Sage.
Fernald, J. L. (1995). Interpersonal heterosexism. In B. Lott &
D. Maluso (Eds.), The social psy-
chology of interpersonal discrimination (pp. 80-117). New
York: Guildford.
Ficarrotto, T. J. (1990). Racism, sexism, and erotophobia:
Attitudes of heterosexuals towards
homosexuals. Journal of Homosexuality, 19(1), 111-116.
Friskopp, A., & Silverstein, S. (1996). Straight jobs, gay lives:
Gay and lesbian professionals,
the Harvard Business School, and the American workplace. New
York: Touchstone/Simon
& Schuster.
Goffman, E. (1974). Stigma: Notes on the management of
spoiled identity. New York: Jason
Aronson.
Gonsiorek, J. C., & Weinrich, J. D. (1991). The definition and
scope of sexual orientation. In J.
C. Gonsiorek & J. D. Weinrich (Eds.), Homosexuality: Research
71. implications for public pol-
icy (pp. 1-12). Newbury Park, CA: Sage.
Harrison, D. A., Price, K. H., & Bell, M. P. (1998). Beyond
relational demography: Time and the
effects of surface-and deep-level diversity on work group
cohesion. Academy of Manage-
ment Journal, 41, 96-107.
Henley, N. M., & Pincus, F. (1978). Interrelationship of sexist,
racist, and antihomosexual atti-
tudes. Psychological Reports, 42, 83-90.
72 GROUP & ORGANIZATION MANAGEMENT
Herek, G. M. (1984). Beyond “homophobia”: A social
psychological perspective on attitudes
towards lesbians and gay men. Journal of Homosexuality, 10, 1-
21.
Herek, G. M. (1990). The context of anti-gay violence. Journal
of Interpersonal Violence, 5,
316-333.
Herek, G. M. (2000). Sexual prejudice and gender: Do
hetereosexuals’ attitudes towards lesbi-
ans and gay men differ? Journal of Social Issues, 56, 251-266.
Herek, G. M., & Capitanio, J. P. (1995). Black heterosexuals’
attitudes toward lesbians and gay
men in the United States. Journal of Sex Research, 32, 95-105.
Herek, G. M., & Capitanio, J. P. (1996). “Some of my best
friends”: Intergroup contact,
72. concealable stigma, and heterosexuals’ attitudes toward gay
men and lesbians. Personality
and Social Psychology Bulletin, 22, 412-424.
James, K., Lovato, C., & Cropanzano, R. (1994). Correlational
and know-group comparison val-
idation of a workplace prejudice/discrimination inventory.
Journal of Applied Social Psy-
chology, 24, 1573-1592.
Jones, J. M. (1972). Prejudice and racism. Reading, MA:
Addison-Wesley.
Jung, P. B., & Smith, R. F. (1993). Heterosexism: An ethical
challenge. Albany: State University
of New York Press.
Kanter, R. M. (1977). Men and women of the corporation. New
York: Basic Books.
Landrine, H., Klonoff, E. A., Alcaraz, R., Scott, J., & Wilkins,
P. (1995). Multiple variables in
discrimination. In B. Lott & D. Maluso (Eds.), The social
psychology of interpersonal dis-
crimination (pp. 183-224). New York: Guildford.
Levine, M. P., & Leonard, R. (1984). Discrimination against
lesbians in the workforce. Journal
of Women in Culture and Society, 9, 700-724.
Lott, B. (1995). Distancing from women: Interpersonal sexist
discrimination. In B. Lott & D.
Maluso (Eds.), The social psychology of interpersonal
discrimination (pp. 12-49). New
York: Guildford.
Morin, S. F., & Garfinkle, E. M. (1978). Male homophobia.
73. Journal of Social Issues, 34, 29-47.
National Gay and Lesbian Task Force. (1996). Capital gains and
losses: A state by state review
of gay-related legislation. Washington, DC: Author.
Newport, F. (1998, July). Americans more likely to believe
sexual orientation due to environ-
ment, not genetics. Gallup Poll Monthly, pp. 14-16.
Pettigrew, T. F., & Martin, J. (1987). Shaping the
organizational context for Black American
inclusion. Journal of Social Issues, 43, 41-78.
Ragins, B. R., & Cornwell, J. M. (2001). Pink triangles:
Antecedents and consequences of
heterosexism in the workplace. Journal of Applied Psychology,
86, 1244-1261.
Ransford, H. E. (1980). The prediction of social behavior and
attitudes: The correlates tradition.
In V. Jeffries & H. Ransford (Eds.), Social stratification: A
multiple hierarchy approach (pp.
265-295). Boston, MA: Allyn & Bacon.
Riordan, C. M. (2001). Relational demography within groups:
Past developments, contradic-
tions, and new directions. Research in Personnel and Human
Resource Management, 19,
131-173.
Riordan, C. M., & Shore, L. M. (1997). Demographic diversity
and employee attitudes: An
empirical examination of relational demography within work
units. Journal of Applied Psy-
chology, 82, 342-358.
74. Rosabal, G. S. (1996). Multicultural existence in the workplace:
Including how I thrive as a
Latina lesbian feminist. Journal of Gay & Lesbian Social
Services, 4, 17-28.
Ruggiero, K. M., & Taylor, D. M. (1995). Coping with
discrimination: How disadvantaged
group members perceive the discrimination that confronts them.
Journal of Personality and
Social Psychology, 68, 826-838.
Ragins et al. / HETEROSEXISM IN THE WORKPLACE 73
Schneider, B. E. (1987). Coming out at work: Bridging the
private/public gap. Work and Occu-
pations, 13, 463-487.
Sears, J. T. (1997). Thinking critically/intervening effectively
about homophobia and
heterosexism. In J. T. Sears & W. L. Williams (Eds.),
Overcoming heterosexism and homo-
phobia: Strategies that work (pp. 13-48). New York: Columbia
University Press.
Tsui, A., Egan, T. D., & O’Reilly, C. A. (1992). Being
different: Relational demography and
organizational attachment. Administrative Science Quarterly,
37, 549-579.
Tsui, A. S., & Gutek, B. A. (1999). Demographic differences in
organizations: Current research
and future directions. Lanham, MD: Lexington Books.
75. Tsui, A. S., & O’Reilly, C. A. (1989). Beyond simple
demographic effects: The importance of
relational demography in superior-subordinate dyads. Academy
of Management Journal,
32, 402-423.
Wald, K. D., Button, J. W., & Rienzo, B. A. (1997). All politics
is local: Analyzing local gay
rights legislation. Washington, DC: National Gay and Lesbian
Task Force Policy Institute.
Weinberg, G. (1972). Society and the healthy homosexual. New
York: St. Martin’s.
Winegarden, B. J. (1994). Aversive heterosexism: An
exploration of unconscious bias toward
lesbian psychotherapy clients. Unpublished doctoral
dissertation, University of Wisconsin,
Milwaukee.
Woods, J. D. (1994). The corporate closet: The professional
lives of gay men in America. New
York: Free Press.
Belle Rose Ragins is a professor of management at the
University of Wisconsin–Milwau-
kee. She received her Ph.D. in industrial-organizational
psychology from the University
of Tennessee. Her research interests focus on diversity and
mentoring in organizations.
John M. Cornwell is an associate professor of psychology at
Loyola University–New
Orleans. He received his Ph.D. in industrial-organizational
psychology from the Uni-
versity of Tennessee. His research interests include
76. psychometrics, statistics, and educa-
tional reform.
Janice S. Miller is an associate professor of management at the
University of Wisconsin–
Milwaukee. She received her Ph.D. from Arizona State
University. Her research inter-
ests include performance management, compensation, and
employee development.
74 GROUP & ORGANIZATION MANAGEMENT