LGBTIQ+ workplace inclusion: a global issue requiring a transdisciplinary and intersectional approach

Social decision makin

Genderkloof in de wetenschap verdwijnt niet vanzelf

Een actieplan voor meer diversiteit in de wetenschap werd onlangs fors afgezwakt door de Tweede ­Kamer. Maar de argumenten ­waarmee dat gebeurde, zijn wankel, schrijven Michiel Kolman en ­Jojanneke van der Toorn.Social decision makin

Social creativity: reviving a social identity approach to social stability

Social Identity Theory (SIT) is commonly applied to explain social change. We aim to revive interest in the concept of social creativity in order to provide a SIT perspective on bolstering and challenging social stability. Social creativity allows people to maintain or achieve a positive social identity through re-interpreting intergroup relations. Despite this crucial role in shaping intergroup comparisons, the causes and effects of social creativity are largely unknown. To understand how social creativity can contribute to social stability, we argue for a return to SIT's dynamic nature of constantly renegotiating intergroup relations, involving both higher- and lower-status groups. Within these dynamics, we propose that social creativity can play the roles of coping with, promoting, and questioning social stability. Additionally, we outline a research agenda for future research on social creativity and discuss the impact that social stability can have in societies.Social decision makin

The Personal is Political: Internalized Sexual Stigma and the Desire for Gender Complementarity in (some) Same-Gender Relationships

We examined whether gay men (Studies 1–2) and lesbian women (Study 1) who harbor internalized stigma due to their sexuality will desire a romantic relationship that reflects conventional, complementary gender roles where one partner is stereotypically feminine and the other is stereotypically masculine, in terms of both personality traits and division of household labor. Results showed that, among gay men with high (but not low) internalized stigma, self-ascribed masculinity was positively related to preferences for an ideal partner with stereotypically feminine traits. Preferences for partners with gender complementary traits did not emerge among women, or among men high in self-ascribed femininity. Contrary to predictions, internalized stigma was not associated with preferences for a gender-complementary division of household chores. Instead, internalized stigma was associated with the avoidance of tasks that are stereotypically gender incongruent—women high (vs. low) in stigma preferred for the partner (vs. self) to do so-called masculine (but not feminine) chores, whereas men high (vs. low) in stigma preferred for the partner (vs. self) to do stereotypically feminine (but not masculine) chores. Study 2 also included an experimental manipulation to test whether these effects were influenced by societal exclusion or acceptance, but there was no evidence of this

Current knowledge on organizational humanness and its relation to leadership: A scoping review

The aim of this study is to provide an overview of the available body of knowledge on organizational humanness, and its relation with leadership behavior. We discuss three related concepts that were found in this review: organizational dehumanization, objectification, and organizational humanization, and present how they have been measured. The results of this review show that most studies concern the absence of humanness in organization, that is, organizational dehumanization or objectification, and measures therefore have a corresponding focus on the absence of humanness as well. Accordingly, the available literature on the relation between leadership and (de)humanization seems mostly focused on the absence of humanness. We emphasize the necessity of studying experienced humanness in organizations and the importance of clarifying the leadership behavior that can support and increase experienced humanness

Naar een inclusieve werkvloer: seksuele oriëntatie en gender identiteit op het werk

Oratie uitgesproken door Prof.dr. Jojanneke van der Toorn bij de aanvaarding van het ambt van bijzonder hoogleraar LGBT Workplace Inclusion aan de Universiteit Leiden vanwege Workplace Pride Stichting op vrijdag 6 april 201

The personal is political: internalized sexual stigma and the desire for gender complementarity in (some) same-gender relationships

In modern Western cultures, gender is largely viewed as binary, and individuals who challenge the gender/sex binary face discrimination and marginalization. Across three preregistered studies (N = 1,096), we examine gender discrimination against gender-nonconforming people. Studies 1 and 2 show that behavioral and appearance-based gender nonconformity leads to the misgendering of cisgender and transgender women and men. This was true for the gendered perception of these targets and the binary assignment to gender/sex-based spaces and policies (e.g., access to bathrooms or gender/sex-based leadership training). Surprisingly, whether the target was transgender or cisgender did not affect these results. Study 3 replicated findings for transgender targets and showed that adherence to gender stereotypes is seen as a necessity for transgender individuals who want their gender identity recognized by others (e.g., on official documents or through pronoun use).Social decision makin

Researching the tension between privacy and inclusion in organisations: promises and pitfalls of a transdisciplinary approach

In the current essay, we discuss promises and pitfalls of conducting inter- and transdisciplinary research by describing our experiences with the establishment of the Privacy and Inclusion Consortium (P.INC). In this consortium, social scientists, legal scholars, and humanities scholars collaborate with each other and with stakeholders from industry and civil society with the aim to contribute to solving the apparent discordance between the requirement for privacy and the need for inclusion in organisations. By discussing the establishment of this consortium, we hope to both inspire others to undertake similar collaborations and to share our reflections on what is needed to successfully bridge the gap between academia and practice.Social decision makin