A diverse group of SIOP members are serving as Trend Champions for the people-related work trends that SIOP members collaboratively predicted to be the most impactful in 2021. Each Trend Champion has expertise in and professional passion for their trend subject. SIOP appreciates their service to the profession in providing quarterly updates on their chosen topics.
Find the full list of topics and links to the other Top 10 Work Trends here.
During the third quarter of 2021, there was a lot of discussion around what organizations could do to increase the representation of and support for people from diverse backgrounds. This includes SIOP’s announcement of its own program to increase racial/ethnic diversity in the field of I/O psychology. Below are a few of many examples of the work SIOP members are doing to advance the conversation in this area.
SIOP announced Diversifying I/O Psychology (DIP), a pipeline initiative that has the goal of increasing the diversity of students in I/O psychology PhD programs. DIP will focus on increasing awareness of I/O psychology among Black, Latinx/Hispanic, and Native American undergraduate students, as well as helping to facilitate opportunities for important skill building experiences in areas such as research and networking. This initiative was proposed by Enrica Ruggs, Derek Avery, Jimmy Davis, Marcus Dickson, Eden King, Larry Martinez, Patrick McKay, Steven Rogelberg, and Ann Marie Ryan. Phase 1 of DIP’s initiatives includes a virtual conference for racial/ethnic minority undergraduates that will take place in November 2021, so look out for that in Q4. More information on DIP can be found here and here.
Christine Spitzmuller was interviewed by the Huffington Post in an article entitled, “A New Study Says 1 Critical Choice Leads to More Diversity in Hiring”, where she discussed a study she recently co-authored in the Journal of Applied Psychology. In it, she explains one of the key findings from the study: if a woman and/or person of color is head of a job search committee, it leads to there being greater diversity in the applicant pool.
Lisa Finkelstein recently published a book on ageism in the workplace entitled, Ageless Talent: Enhancing the Performance and Well-Being of Your Age-Diverse Workforce. The book focuses on how organizational leaders, managers, and supervisors can develop, manage, and support their aging and age-diverse talent. In addition, Finklestein, along with Eden King, and Nancy Tippins were interviewed for a Refinery 29 article, entitled “Millennials Never Wanted Ping Pong Tables At Work—But It’s All We Got”, where they debunk some of the common misconceptions people have about generational differences in the workplace.
Rounding out the highlights from Q3 is a video panel discussion on diversity, equity and inclusion (DEI) I participated in with Erin Bowen, Tony Cooley for SIOP’s Smarter Workplace Awareness Month. We discussed how I/O psychology can contribute to research and practice that supports newer trends in DEI and leadership.
During the second quarter of 2021, there was a lot of discussion around what organizations could do to either prepare for employees returning to work or to transition to more permanent remote work arrangements. This issue is particularly important from a diversity, equity, and inclusion perspective because of the differential impact that working from home had on minority group members. In addition, strategies that organizations can use to cultivate inclusive work environments continued to be a topic of great interest.
SIOP member Derek Avery was interviewed by the CNBC blog, Make It, in an article entitled, “When Workers Want to Stay Remote, Companies Will Have to Rethink Culture.” He explained the importance of a worker-centered approach as companies consider implementing inclusive practices that can keep remote workers from diverse backgrounds engaged at work.
Courtney L. McCluney and Laura Morgan Roberts were interviewed by the New York Times’ In Her Own Words newsletter piece, “Return to the Office? Some Women of Color Aren’t Ready.” In it they highlight the need for organizations to attend to the microaggressions that women of color experience in the workplace, especially since working from home reduced the opportunity for these microaggressions to happen.
In a piece written for Forbes.com entitled “Inclusivity in the World of Tech: The Effectiveness of Autism at Work Programs,” SIOPer Nancy Doyle discusses the importance of organizations including autism and neurodiversity in general when implementing inclusive practices.
SIOP member Tomas Chamorro-Premuzic was interviewed by the Wall Street Journal in an article entitled, “How to Navigate the Workplace,” where he provides advice to members of underrepresented groups on projecting confidence to overcome barriers to promoting themselves and their work to their colleagues.
During the first quarter of 2021, strategies that organizations can use to cultivate inclusive work environments continued to be a topic of great interest. It is important for organizations to be knowledgeable of and act on ways to support all employees regardless of their background, with special attention paid to how the pandemic and changing work context (e.g., remote work, essential worker status, job insecurity, etc.) have differentially impacted workers based on their identities. Below are examples of the work SIOP members are doing to advance the conversation in this area.
SIOP and the National Academy of Human Resources published a report that summarizes interviews conducted with Chief Human Resource Officers and scholars who research diversity, equity, and inclusion. Five major themes around the importance of leadership, communication, talent pipelines, HR policies/practices, and remote work were identified and discussed, as well as avenues for future research.
SIOP members Danielle D. King, Abdifatah A. Ali, Courtney L. McCluney, and Courtney Bryant wrote an article entitled, “Give Black Employees Time to Rest and Recover,” for Harvard Business Review. In it, the authors advocate for the rest and recovery of Black employees, especially during current times, through strategies such as boundary setting, identity affirmation, and collective healing.
SIOP member Katina Sawyer was quoted in a Washington Post article, “Going Deeper with Diversity and Inclusion” and highlights the need for organizations to pay attention to how multiple identities intersect to impact workplace experiences.
In a piece written for The SHRM Blog, Ludmila N. Praslova identifies factors that can derail diversity program efforts and describes how inclusive organizational design can serve as a solution.
Champion: Kisha Jones, PhD
Kisha Jones is an Assistant Professor in the Department of Global Leadership and Management in the College of Business at Florida International University. She obtained both her M.A. and Ph.D. in I/O Psychology from the University of Illinois at Urbana-Champaign. A past chair of SIOP’s Committee on Ethnic Minority Affairs (CEMA) she is also a member of the Academy of Management. Her research exploring how race, gender, social class, and mental illness impact career entry, recruitment, selection, and retention has been published in outlets including the Journal of Applied Psychology, Journal of Management, Organizational Behavior and Human Decision Processes, Journal of Applied Social Psychology, and I/O Psychology: Perspectives on Science and Practice. She teaches undergraduate and graduate courses on workplace diversity and personnel selection.
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