Social Psychological Intervention to Increase Gender Diversity in Tech Companies

通过社会心理干预增加科技公司的性别多样性

• 批准号: 2222381
• 负责人: Gregg Muragishi
• 金额: $ 30万
• 依托单位: University of Washington
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-09-01 至 2024-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2222381&HistoricalAwards=false
• 关键词: Social; Psychological; Intervention; Increase; Gender

This award is funded in whole or in part under the American Rescue Plan Act of 2021 (Public Law 117-2). The principal investigator will conduct a postdoctoral research fellowship at the University of Washington Seattle that includes conducting a research project and implementing a professional development plan. The research focuses on micro inclusions in the workplace - that is, respectful treatment from others that include women and their contributions to shared work goals, and whether such micro inclusions can increase women’s sense of fit and improve outcomes in the STEM companies where they work. This research offers a novel framework of what inclusion can be at work. Inclusion is not only being well represented or having inclusive policies. It also means being able to contribute skills and expertise and being treated in ways that allow those contributions. The study will provide the foundation for a new class of interventions and strategies that focus on small everyday behaviors to improve employee and company outcomes. In doing so, the project holds promise to shed light on how companies can become more attractive to a wider and more diverse population of applicants interested in joining and staying in the STEM workforce.The research project has three aims. The first aim is to test whether micro inclusions improve organizational outcomes for women, including those of color, in STEM companies, and show that this is mediated by sense of fit. In a correlation survey design, the investigator will assess how often employees from real-world companies experience micro inclusions from their managers and test whether such experiences are correlated with employee job satisfaction, motivation, company trust, and turnover intentions. The second aim is to distinguish micro inclusions from other positive treatments. In online experimental designs, the investigator will manipulate whether participants receive a micro inclusion or other forms of positive treatments (e.g., being invited to a team happy hour) and assess their sense of fit and organizational outcomes. The third aim assesses whether a randomized control trial video intervention can increase managers’ use of micro inclusions with their team. This work will demonstrate a novel interpersonal strategy (i.e., micro inclusions) that companies can immediately begin to use to supplement their diversity and inclusion efforts. Additionally, this work may offer insights on how to begin to create company culture change. If micro inclusions are shown to improve company outcomes, and the intervention successfully changes managers’ behaviors, future interventions might establish, convey, and reinforce norms of micro inclusions to increase gender diversity at work. The project responds to the STEM Education Postdoctoral Research Fellowship (STEM Ed PRF) program that aims to enhance the research knowledge, skills, and practices of recent doctorates in STEM, STEM education, education, and related disciplines to advance their preparation to engage in fundamental and applied research that advances knowledge within the field.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.

该奖项全部或部分根据2021年美国救援计划法案（公法117-2）资助。 主要研究者将在华盛顿大学西雅图进行博士后研究奖学金，包括进行研究项目和实施专业发展计划。该研究的重点是工作场所的微观包容性-即包括女性在内的其他人的尊重待遇及其对共同工作目标的贡献，以及这种微观包容性是否可以增加女性的适应感并改善他们工作的STEM公司的成果。这项研究提供了一个新的框架，什么包容可以在工作中。包容性不仅仅是有良好的代表性或有包容性的政策。它还意味着能够贡献技能和专业知识，并以允许这些贡献的方式受到对待。这项研究将为一类新的干预措施和策略提供基础，这些措施和策略专注于改善员工和公司的日常行为。在这样做的过程中，该项目有望阐明公司如何能够对更广泛和更多样化的有兴趣加入并留在STEM劳动力队伍的申请人更具吸引力。该研究项目有三个目标。第一个目的是测试微观包容性是否能改善STEM公司中女性（包括有色人种）的组织成果，并表明这是由契合感介导的。在相关性调查设计中，调查人员将评估来自现实世界公司的员工从他们的经理那里体验微观包容的频率，并测试这些体验是否与员工的工作满意度，动机，公司信任和离职意图相关。第二个目的是将微夹杂物与其他积极治疗区分开来。在在线实验设计中，研究人员将操纵参与者是否接受微包含或其他形式的积极治疗（例如，被邀请参加团队欢乐时光），并评估他们的适应感和组织成果。第三个目标是评估随机对照试验视频干预是否可以增加管理人员与团队一起使用微夹杂物。这项工作将展示一种新的人际关系策略（即，微夹杂物），公司可以立即开始使用，以补充其多样性和包容性的努力。此外，这项工作可以提供关于如何开始创建公司文化变革的见解。如果微观包容被证明可以改善公司的成果，并且干预措施成功地改变了管理者的行为，那么未来的干预措施可能会建立、传达和加强微观包容的规范，以增加工作中的性别多样性。该项目响应STEM教育博士后研究奖学金（干艾德PRF）计划，旨在提高研究知识，技能，并在干，干教育，教育，该奖项反映了NSF的法定使命，并被认为是值得支持的，使用基金会的知识价值和更广泛的影响审查标准进行评估。

项目成果

Microinclusions: Treating women as respected work partners increases a sense of fit in technology companies.

微观包容性：将女性视为受人尊敬的工作伙伴可以增强科技公司的融入感。

• DOI: 10.1037/pspi0000430
• 发表时间: 2023
• 期刊: Journal of Personality and Social Psychology
• 影响因子: 7.6
• 作者: Muragishi, Gregg A.;Aguilar, Lauren;Carr, Priyanka B.;Walton, Gregory M.
• 通讯作者: Walton, Gregory M.

Masculine Defaults in Academic Science, Technology, Engineering, and Mathematics (STEM) Fields

学术科学、技术、工程和数学 (STEM) 领域的男性默认值

• DOI: 10.1177/15291006231170829
• 发表时间: 2023
• 期刊: Psychological Science in the Public Interest
• 影响因子: 25.4
• 作者: Garr-Schultz, Alexandra;Muragishi, Gregg A.;Mortejo, Therese Anne;Cheryan, Sapna
• 通讯作者: Cheryan, Sapna