According to ambivalent sexism theory (Glick & Fiske, 1996), the coexistence of gendered
power differences and mutual interdependence creates two apparently opposing but …

Researchers have shown great interest in the antecedents and outcomes of workplace
ostracism, which has led to an expansive body of research. In light of this work, the current …

We propose that a key reason why the workplace gender revolution has stalled (England,
2010) is that work remains the site of masculinity contests among men. In this article, we …

Sexual harassment was once conceptualized solely as a sexual problem: coercive sexual
advances that spring from natural feelings of sexual desire or romance. Research has since …

Women continue to remain underrepresented in STEM, and this gender disparity is
particularly pronounced in leadership positions. Through in-depth, qualitative interviews of …

Over the last few decades, research, activity, and funding has been devoted to improving the
recruitment, retention, and advancement of women in the fields of science, engineering, and …

I introduce the construct of climate for inclusion, which involves eliminating relational
sources of bias by ensuring that identity group status is unrelated to access to resources …

In recent years, research from various disciplines, including social psychology, sociology,
economics, gender studies, and organizational behavior, has illuminated the importance of …

Why does workplace gender diversity matter? Here, we provide a review of the literature on
both justice‐based and organizational benefits of workplace gender diversity that …

This article reviews evidence that manhood is seen as a precarious social status that is both
difficult to achieve and tenuously held. Compared with womanhood, which is typically …