Management Decision: Volume 61 Issue 4

Guest editorial: Prejudice at work: what we understand and what we still need to learn

Angela Randolph, Amanda Hinojosa, Brandon Randolph-Seng

An interdisciplinary approach to examining prejudice at work: a levels of analysis perspective

Helen LaVan, Yvette P. Lopez

This paper examines recent research on prejudice in the workplace by comparing the domains of management, psychology and sociology. It seeks to make recommendations regarding…

Hacking attractiveness biases in hiring? The role of beautifying photo-filters

Jonas R. Kunst, Jannicke Kirkøen, Onab Mohamdain

Physically less attractive job applicants are discriminated against in hiring decisions. In a US context, the authors tested whether appearance-altering photo-filters can exploit…

The status of internalized prejudice in leader self-development

Mary Hogue, Deborah Erdos Knapp, Jessica A. Peck, Velvet Weems-Landingham

Little research directly examines leader self-development among marginalized workers. The authors offer a framework to explain the role of internalized prejudice in limiting…

Social inequalities in leadership: shifting the focus from deficient followers to destructive leaders

Elisabeth R. Silver, Danielle D. King, Mikki Hebl

Existing research on social inequalities in leadership seeks to explain how perceptions of marginalized followers as deficient leaders contribute to their underrepresentation…

Changing the C-suite: opportunities and threats for leadership diversity and equality

Zara Whysall, Alistair Bruce

This study examines the decision-making processes surrounding C-suite changes, to help understand the extent to which these processes may help or hinder progress towards greater…

Corporate decisions on LGBT friendliness: a multi-level approach

Seong-jin Choi, Jiyoung Shin, Paul Kuper, Lu-Yao Zhang

This research investigates how and why firms adopt inclusive diversity activities, identifying the mechanisms behind firms involved in lesbian, gay, bisexual and transgender…

Leveraging mega-threats to reduce prejudice: a model for multi-level changes

Ethan P. Waples, Whitney Botsford Morgan

The paper introduces a multi-level model to reduce prejudice through supporting diversity, equity, and inclusion (DEI) at the institutional, organizational, and individual levels…

Developing scientifically validated bias and diversity trainings that work: empowering agents of change to reduce bias, create inclusion, and promote equity

William Taylor Laimaka Cox

Research consistently shows that non-scientific bias, equity, and diversity trainings do not work, and often make bias and diversity problems worse. Despite these widespread…