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View Results 1 - 5 of 5 for:
Evava S. Pietri
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Increasing the perceived malleability of gender bias using a modified Video Intervention for Diversity in STEM (VIDS)

Programs highlighting the pervasiveness of gender bias may contribute to the mindset that gender bias cannot be changed. However, discussing concrete tools for addressing bias in such trainings can promote participants' belief in their ability to take action to address bias.

Erin P. Hennes, Evava S. Pietri, Corinne A Moss-Racusin, Katherine A. Mason, John F. Dovidio, Victoria L Brescoll, April H. Bailey, Jo Handelsman (2018)
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What’s in a Pronoun: Exploring Gender Pronouns as an Organizational Identity-Safety cue among Sexual and Gender minorities

The inclusion of gender pronouns in organization materials can serve as an effective identity-safety cue to gender and sexual minorities. 

India R. Johnson, Evava S. Pietri, David M. Buck, Roua Daas (2021)
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An ally you say? Endorsing White women as allies to encourage perceptions of allyship and organizational identity-safety among Black women

Inside STEM organizations, Black women report feeling greater trust and belonging when there is perceived allyship from other female employees.

India R. Johnson, Evava S. Pietri (2020)
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Consequences of Confronting Patronizing Help for People with Disabilities: Do Target Gender and Disability Type Matter?

People with disabilities (whether they are blind or they use a wheelchair) are rated as ruder and less warm after confronting patronizing help. Blind people are penalized more along these metrics than those using wheelchairs and patronizing behavior towards them is perceived as more appropriate. Gender does not have an impact on the perceived warmth of people with disabilities, before or after confronting patronizing help.

Katie Wang, Keshia Walker, Evava S. Pietri, Leslie Ashburn-Nardo (2019)
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One size may not fit all: Exploring how the intersection of race and gender and stigma consciousness predict effective identity-safe cues for Black women

Featuring Black women scientists on science companies’ websites is one recruitment practice that can close gender and racial gaps within STEM fields by increasing feelings of trust and belonging for Black women job applicants.

Evava S. Pietri, India R. Johnson, Ezgi Ozgumus (2018)
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Image
Bias Icon
Image
Stem Icon

Increasing the perceived malleability of gender bias using a modified Video Intervention for Diversity in STEM (VIDS)

Programs highlighting the pervasiveness of gender bias may contribute to the mindset that gender bias cannot be changed. However, discussing concrete tools for addressing bias in such trainings can promote participants' belief in their ability to take action to address bias.

Erin P. Hennes, Evava S. Pietri, Corinne A Moss-Racusin, Katherine A. Mason, John F. Dovidio, Victoria L Brescoll, April H. Bailey, Jo Handelsman (2018)
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Read More
Image
Stem Icon
Image
Talent Management Icon

An ally you say? Endorsing White women as allies to encourage perceptions of allyship and organizational identity-safety among Black women

Inside STEM organizations, Black women report feeling greater trust and belonging when there is perceived allyship from other female employees.

India R. Johnson, Evava S. Pietri (2020)
Sharing
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Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Talent Management Icon
Image
Bias Icon
Image
Stem Icon

One size may not fit all: Exploring how the intersection of race and gender and stigma consciousness predict effective identity-safe cues for Black women

Featuring Black women scientists on science companies’ websites is one recruitment practice that can close gender and racial gaps within STEM fields by increasing feelings of trust and belonging for Black women job applicants.

Evava S. Pietri, India R. Johnson, Ezgi Ozgumus (2018)
Sharing
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Read More
Image
Talent Management Icon
Image
Decision Making Icon

What’s in a Pronoun: Exploring Gender Pronouns as an Organizational Identity-Safety cue among Sexual and Gender minorities

The inclusion of gender pronouns in organization materials can serve as an effective identity-safety cue to gender and sexual minorities. 

India R. Johnson, Evava S. Pietri, David M. Buck, Roua Daas (2021)
Sharing
Share
Share to Facebook Share to Twitter Share to Linkedin Share by Email
Read More
Image
Bias Icon

Consequences of Confronting Patronizing Help for People with Disabilities: Do Target Gender and Disability Type Matter?

People with disabilities (whether they are blind or they use a wheelchair) are rated as ruder and less warm after confronting patronizing help. Blind people are penalized more along these metrics than those using wheelchairs and patronizing behavior towards them is perceived as more appropriate. Gender does not have an impact on the perceived warmth of people with disabilities, before or after confronting patronizing help.

Katie Wang, Keshia Walker, Evava S. Pietri, Leslie Ashburn-Nardo (2019)
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