The Workplace Impact of Sexual Harassment and Assault on Women

The Workplace Impact of Sexual Harassment and Assault on Women: Research Findings

In the past year, Dr. Patricia Arredondo has posted several blogs on the topics of Gender Microaggressions at Work: The Visible and Invisible (July 2018) Bullying in the Workplace (August 2018) and Historic Pervasiveness of Sexual Harassment in the Workplace (November 2017). These blogs describe the microinsults that occur and the sense of disrespect experienced by the targets of bullying, sexual harassment, and “everyday microaggressions”. This month’s blog builds on contemporary sociocultural realities that affect individuals in the workplace.

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Latinx versus Latina/o versus Hispanic—It’s the 21st Century

Many workplaces and universities are getting ready to celebrate Hispanic Heritage Month, signed into law in 1988 by President Ronald Reagan, and intended to honor the contributions of persons of Hispanic and Latina/o heritage in the U.S. This month-long event (September 15th-October 15th) is an opportunity for more than 56 million individuals to celebrate their collective and country-specific ethnic heritage. The celebration is also a time for awareness and knowledge-building about self, friends, and workplace colleagues.

Hispanic, Latina/o, Latin@, and Latinx are all terms that have been used to categorize or label people from 21 Spanish-speaking countries. As a psychology scholar of Mexican-American heritage (born in Lorain, OH), I have lived through the evolution of identity monikers that do not always fit who I am or how I want to identify ethnically. In fact, many colleagues and friends prefer to call themselves Puerto Rican, Colombian, Dominican, or Chicana because this expresses their ethnic heritage, their family history—something more personal.

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AAPI Leadership and Workplace Representation

AAPI Leadership and Workplace Representation

In acknowledgement of Asian American and Pacific Islander (AAPI) Heritage month, we highlight the contributions and experiences of AAPIs in the workplace. First, it is important to note the vast diversity among AAPI groups which represent persons with heritage from many regions across the world.** Similarly, AAPI workers span many industries and occupations with some of the most popular sectors including management, business, science, and the arts.

As for other marginalized groups, professional gains for AAPI workers require an ability to navigate the many existent barriers among U.S. economic and educational systems. Misconceptions and stereotypes also negatively influence the experience of many. Nevertheless, continued themes of persistence and resilience shine through.

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Black History Month

Recognizing African American Leadership in the Workplace

The celebration of Black History Month began in February 1976, as a tribute to two icons –Frederick Douglass and Abraham Lincoln – whose birthdays occur in February. The month was originally established as Negro History Week in 1926 by African American historian and scholar, Carter G. Woodson. Dr. Woodson was known as the “Father of Black History,” and was second to W.E.B Dubois in receiving a doctorate from Harvard. Dr. Woodson dedicated his career to African American history and authored the influential text “The Miseducation of the Negro.” [1]

In many work places, schools, universities, and other contexts, Black History is celebrated. For our monthly column, we call attention to historic figures who contributed to the legacy of African American leadership in the U.S.; many of these individuals are unknown. We also call attention to icons who have led by example.

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Tarana Burke

Tarana Burke, Founder of #metoo – a Movement for Empathy and Empowerment

TIME magazine recognized the Silence Breakers for their forthcoming statements about sexual harassment in their work settings. All entertainers and high-profile women have advocated by raising their collective voices for the benefit not only of themselves but of other women and girls. But more than 10 years ago, Tarana Burke, began the social movement with women of color in the South and other major cities. An African American woman, she knew at the time that she was not alone in her experiences of sexual harassment and began to reach out, particularly to other women of color. Today, she continues her advocacy at a grass roots level, engaging women often left in silence.

In the November AAG newsletter, we noted that, surveys report that roughly 25% of all women have experienced sexual harassment in the workplace [1]. Perhaps the statistics of non-celebrities were buried in the article because colleagues asked me about how sexual harassment affected women of color and blue-collar women. So that these facts are not overlooked, we have decided to restate the data this month.

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Latinx Realities in the Future of Higher Education and the Workplace

“Hispanic” Heritage Month started out as Hispanic Heritage week with legislation signed by President Lyndon Johnson in 1968. Twenty years later, on August 17, 1988, President Ronald Reagan authorized PL-100-402, establishing the month-long celebration—September 15-October 15. The intent is to recognize and celebrate the contributions of persons of Latinx-heritage in the U.S.

Though the terms Hispanic and Latina/o are still used, in contemporary discourse, Latinx is the recommended term because it is a gender-neutral term conveying inclusivity. Latinx also affirms the socio-cultural and political awareness of the youth and young adults who represent the future of higher education and the workforce. A few facts highlight these Latinx realities.

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Celebrating Immigrant Heritage Month: Multiple Contributions across Multiple Sectors

June is Immigrant Heritage Month, thus, it is very appropriate to celebrate the many contributions of immigrants to the country’s prosperity. Throughout this month, immigrant stories or narratives have been posted on #imanimmigrant, Facebook, and other social media outlets. These are inspiring accounts of women and men from different countries establishing themselves as entrepreneurs, service and agricultural workers, and college graduates with professional positions in different industries.

In this newsletter, we provide a few noteworthy facts about immigrants, both authorized and unauthorized, as well as trends about future immigrant growth.

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Accelerating Cultural Knowledge—an everyday opportunity

Knowledge-building is both intentional and serendipitous. I have often stated that perspective-taking is one facet of leadership because it allows a leader to appreciate others’ realities, going beyond one’s preferred ethnocentric script. With the range of interpersonal encounters we have on a daily basis, we all need mental processing tools to make sense of what we are seeing or hearing. Cultural psychologists have often noted that self-awareness and critical consciousness are two such skills that strengthen a leader’s relational abilities, knowledge-building, and of course, abilities to lead responsibly.

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