This is a preview of subscription content, access via your institution.
References
Alsos, G. A., & Ljunggren, E. (2017). The role of gender in entrepreneur–investor relationships: A signaling theory approach. Entrepreneurship Theory and Practice, 41(4), 567–590.
Bilimoria, D., Joy, S., & Liang, X. (2008). Breaking barriers and creating inclusiveness: Lessons of organizational transformation to advance women faculty in academic science and engineering. Human Resource Management, 47, 423–441.
Capodilupo, C. M., Nadal, K. L., Corman, L., Hamit, S., Lyons, O. B., & Weinberg, A. (2010). The manifestation of gender microaggressions. In D. W. Sue (Ed.), Microaggressions and marginality: Manifestation, dynamics, and impact (pp. 193–216). John Wiley & Sons.
Corlett, J. A., & Brillon, A. (2020). The Title IX industrial complex and the rape of due process and academic freedom. Sexuality & Culture, 24(5), 1687–1703.
Daumeyer, N. M., Onyeador, I. N., Brown, X., & Richeson, J. A. (2019). Consequences of attributing discrimination to implicit vs. explicit bias. Journal of Experimental Social Psychology, 84, 103812.
Dovidio, J. F., & Gaertner, S. L. (2010). Intergroup bias. In S. T. Fiske, D. T. Gilbert, & G. Lindzey (Eds.), Handbook of social psychology (pp. 1084–1121). John Wiley & Sons, Inc.
Feagin, J. R., & Ducey, K. (2017). Elite white men ruling: Who, what, when, where, and how. Taylor & Francis.
Galak, J., & Kahn, B. (2021). 2019 Academic marketing climate survey: motivation, results, and recommendations. Marketing Letters. https://doi.org/10.1007/s11002-021-09569-5.
Gawronski, B., & Bodenhausen, G. V. (2006). Associative and propositional processes in evaluation: an integrative review of implicit and explicit attitude change. Psychological Bulletin, 132(5), 692.
Grier, S. A., & Poole, S. M. (2020). Reproducing inequity: The role of race in the business school faculty search. Journal of Marketing Management, 36(13–14), 1190–1222.
Kelly, L. (1987). Continuum of sexual violence. In J. Hanmer & M. Maynard (Eds.), Women, violence and social control (pp. 46–60). Macmillan Press Ltd.
Maranto, C. L., & Griffin, A. E. (2011). The antecedents of a ‘chilly climate’ for women faculty in higher education. Human Relations, 64(2), 139–159.
National Academies of Sciences, Engineering, and Medicine. (2018). Sexual harassment of women: Climate, cultures, and consequences in academic sciences, engineering, and medicine. National Academies Press.
Pitcher, E. N. (2017). ‘There’s stuff that comes with being an unexpected guest’: Experiences of trans* academics with microaggressions. International Journal of Qualitative Studies in Education, 30(7), 688–703.
Prothero, P., & McDonagh, P. (2021). ‘It’s hard to be what you can’t see’ - gender representation in marketing’s academic journals. Journal of Marketing Management, 37(1–2), 28–39.
Ramsey, J. (2021). 11 MSU employees found in violation of OIE policy are still affiliated, LSJ Reports. The State News, January 28th, Available at: https://statenews.com/article/2021/01/11-msu-employees-members-found-in-violation-of-oie-policy-are-still-affiliated-lsj-reports
Robinson, N. (2018). When silence screams: An examination of reporting behaviors among sexual assault victims on HBCU campuses. Old Dominion University.
Sandler, B. R., & Hall, R. M. (1986). The campus climate revisited: Chilly for women faculty, administrators, and graduate students. Project on the Status and Education of Women, Association of American Colleges.
Settles, I., Cortina, L., Malley, J., & Stewart, A. (2006). The climate for women in academic science: The good, the bad and the changeable. Psychology of Women Quarterly, 30(1), 47–58.
Steinfield, L., & Scott, L. (2018). The global view of gender discrimination in business: A story of economic exclusion. In S. Adams (Ed.), Time for solutions! Addressing gender barriers in the workplace (pp. 3–38). Routledge.
Taylor, L. L., Beck, M. I., Lahey, J. N., et al. (2017). Reducing inequality in higher education: The link between faculty empowerment and climate and retention. Innovative Higher Education, 42, 391–405.
Trower, C. A., & Chait, R. P. (2002). Faculty diversity: Too little for too long. Harvard Magazine, 98, 33–37.
Wubneh, M. (2011). Commentary: Diversity and minority faculty perception of institutional climate of planning schools—results from the climate survey. Journal of Planning Education and Research, 31(3), 340–350.
Acknowledgements
GENMAC
Catherine Coleman
Susan Dobscha
Jenna Drenten
Shelagh Ferguson
Stacey Finkelstein-Young
Lauren Gurrieri
Robert Harrison
Wendy Hein
H. Rika Houston
Laura McVey
Abigail Nappier Cherup
Jacob Ostberg
Nacima Ourahmoune
Lisa Peñaloza
Kate Pounders
Andy Prothero
Shona Bettany
Katherine Sredl
Laurel Steinfield
Linda Tuncay Zeyer
Author information
Authors and Affiliations
Consortia
Corresponding author
Additional information
Publisher’s note
Springer Nature remains neutral with regard to jurisdictional claims in published maps and institutional affiliations.
This article was written by the organization, GENMAC (www.genmac.co), and has been approved by all members of the GENMAC Board and Council.
Rights and permissions
About this article
Cite this article
Dobscha, S., GENMAC. Connecting DEI to explicit and implicit gendered workplace discrimination, harassment, and assault: a commentary on 2019 Marketing Climate Survey. Mark Lett 32, 341–347 (2021). https://doi.org/10.1007/s11002-021-09588-2
Accepted:
Published:
Issue Date:
DOI: https://doi.org/10.1007/s11002-021-09588-2