Enrica N. Ruggs

Perceptions of Obesity Across the Lifespan

Objective: Previous research on obesity stereotyping has almost extensively involved looking at the perceptions that 5–21‐year‐old individuals have toward members of their own age in‐group. Very little research has examined how people perceive obesity across the lifespan. The current research begins to address this gap by examining the extent to which individuals between 18 and 77 years of age stereotype obesity in 20, 40, and 60‐year‐old targets.

Assessment of Weight Stigma

The purpose of this review article is to familiarize readers with the common methodologies used to assess weight stigma. This article explores the most frequent ways weight stigma is assessed, offers relevant empirical examples of each methodology, examines the strengths and weaknesses of each approach, and offers recommendations for strengthening research assessment of weight stigma for the future. Furthermore, this article highlights 4 dimensions that are important to consider when assessing weight stigma, regardless of the research methodology used.

Policies that make a difference: bridging the gender equity and work-family gap in academia

Purpose – This paper aims to highlight interventions that promote female (and male) faculty’s ability to balance work-family issues at a specific academic institution, in response to a demand in the literature that examines the intersection between research and implementation of organizational policies within a university setting. Design/methodology/approach – Using a case study framework, the researchers present qualitative experiences and quantitative data to evaluate the successful application of a work-family balance and organizational climate improvement initiative within an academic setting. Findings – By highlighting specific examples of work-family and climate initiatives at the individual, organization, and community levels, this case study presents several ways in which academic institutions specifically, and organizations generally, can implement policies that make a difference. Practical implications – Successful implementation of work-family balance and family-friendly organizational policies...

To Say or Not to Say Different Strategies of Acknowledging a Visible Disability

Individuals with visible disabilities can acknowledge their disabilities in different ways, which may differ in effectiveness. Across four studies, we investigate whether individuals with visible disabilities engage in different acknowledgment strategies (claiming, downplaying) and how and why these different strategies affect evaluations from others. Specifically, we draw from the Stereotype Content Model and Stereotype-Fit Theory to articulate a process whereby claiming and downplaying differentially affect others’ perceptions of competence and warmth, which subsequently affect overall evaluations of the individual with a disability. We found that individuals with visible disabilities intentionally manage others’ impressions by engaging in claiming and downplaying. Claiming strategies (relative to downplaying or not acknowledging) resulted in higher evaluations because they activated perceptions of competence and warmth and the benefits of claiming were stronger for jobs higher in interpersonal demands. We discuss the implications of these results for individuals with disabilities and for organizations.

The Importance of Being “Me”: The Relation Between Authentic Identity Expression and Transgender Employees’ Work-Related Attitudes and Experiences.

The present research examined the relation between authentic identity expression and transgender employees’ work-related attitudes and experiences. Drawing on Kernis’ (2003) theoretical conceptualization of authenticity and expanding on current workplace identity management research, we predicted that employees who had taken steps to reduce the discrepancy between their inner gender identities and their outward manifestations of gender would report more positive job attitudes and workplace experiences, in part because the reduction of this discrepancy is related to greater feelings of authenticity. In Study 1, we found that the extent to which one has transitioned was related to higher job satisfaction and perceived person-organization (P-O) fit and lower perceived discrimination. In Study 2, we replicate and extend these results by showing that the extent to which employees felt that others at work perceived them in a manner consistent with how they perceived themselves (relational authenticity) mediated the relations between extent of transition and all 3 of these outcomes. However, perceptions of alignment between one’s felt and expressed identity (action authenticity) only mediated this link for job satisfaction. We discuss the theoretical and practical implications of our results, as well as avenues for future research on authenticity in the workplace.

Worker outcomes of LGBT-supportive policies: a cross-level model

Purpose The purpose of this paper is to develop a cross-level conceptual model of organizational- and individual-level outcomes of lesbian, gay, bisexual, and transgender (LGBT)-supportive policies for all workers regardless of their sexual orientation. Design/methodology/approach This is a conceptual paper based on an integration of propositions from perceived organizational support and organizational justice theories. Findings The model suggests that LGBT-supportive policies should be related to perceptions of organizational support directly and indirectly through diversity climate and perceptions of distributive, procedural, and interactional justice. Practical implications The model implies that employees should feel more supported and more fairly treated among firms with LGBT-supportive policies and practices, and that these feelings will be reciprocated. Originality/value This is the first paper to develop propositions about the outcomes of LGBT-supportive policies for all workers, and advances the literature by developing a multi-level model of outcomes of these policies.

Selection biases that emerge when age meets gender

Purpose – The purpose of this paper is to examine the interactive effects of gender and age on evaluations of job applicants. Given the double jeopardy hypothesis, the authors might anticipate that older women would be denigrated most in hiring evaluations. However, given expectations of normative gender behavior, the authors might anticipate that older men would be penalized most for not already having stable employment. This study aims to examine which hypothesis best describes selection biases based on age and gender. Design/methodology/approach – Stimuli depicting male and female job applicants at the various ages were developed. The stimuli were standardized by collecting facial photos of older White men and women at ages 20, 40, and 60, and morphing these faces onto standardized bodies using Adobe Photoshop. Participants viewed six stimuli, one from each age by gender combination, and made evaluations across job relevant dimensions. Findings – Results showed an interaction between age and gender, su...

Online Exclusion: Biases That May Arise When Using Social Media in Talent Acquisition

Some organizations have begun to use social media during the talent acquisition process as a way to attract, recruit, and screen job applicants. Although this method may provide ease and allow decision-makers to gain additional information about candidates, it may also lead to negative biases, particularly against minority applicants. In this chapter we discuss why minorities may be at an increased risk for exclusion when social media is used in attraction and recruitment as well as why they may experience greater amounts of negative bias when social media are used in screening in selection processes. We offer recommendations regarding avoiding potential biases for organizations using or considering the use of social media in talent acquisition. Additionally, we discuss avenues for future research related to the manifestation of bias when using social media tools to attract, recruit, and select employees.