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Arbejdet med inklusion - og mod eksklusion?
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Arbejdet med inklusion - og mod eksklusion? (2023)Arbejdet med inklusion - og mod eksklusio…Mixed Signals: The Unintended Effects of Diversity Initiatives (2019)Mixed Signals: The Unintended…Committees with implicit biases promote fewer women when they do not believe gender bias exists (2019)Committees with implicit bias…A meta-analysis of procedures to change implicit measures. (2019)A meta-analysis of procedures…Diversity Initiative Effectiveness: A Typological Theory of Unintended Consequences (2018)Diversity Initiative Effectiv…Reducing implicit racial preferences: II. Intervention effectiveness across time. (2016)Reducing implicit racial pref…Social Inclusion, the Museum and the Dynamics of Sectoral Change (2015)Social Inclusion, the Museum …Rage against the Iron Cage (2015)Rage against the Iron CageReducing implicit racial preferences: I. A comparative investigation of 17 interventions. (2014)Reducing implicit racial pref…Museums, Equality and Social Justice (2013)Museums, Equality and Social …On Being Included (2012)On Being IncludedMicroaggressions in Everyday Life: Race, Gender, and Sexual Orientation (2011)Microaggressions in Everyday …Microaggressions in everyday life race, gender, and sexual orientation (2010)Microaggressions in everyday …Legacies of prejudice: racism, co-production and radical trust in the museum (2010)Legacies of prejudice: racism…Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies (2006)Best Practices or Best Guesse…Discrimination Comes in Many Forms (1996)Discrimination Comes in Many …How to Design and Evaluate Research in Education (1990)How to Design and Evaluate Re…Crime and Punishment: An Economic Approach (1968)Institutionalized Organizations: Formal Structure as Myth and Ceremony (1977)An Integrative Theory of Intergroup Conflict (2000)Female Leadership Advantage and Disadvantage: Resolving the Contradictions (2007)Does Diversity Pay?: Race, Gender, and the Business Case for Diversity (2009)The Paradox of Meritocracy in Organizations (2010)A Theory of Cognitive Dissonance (1957)HIERARCHIES, JOBS, BODIES: (1990)Whitened Résumés (2016)Implicit Social Cognition (2019)The mixed effects of online diversity training (2019)Bias in meta-analysis detected by a simple, graphical test (1997)Preferred reporting items for systematic reviews and meta-analyses: the PRISMA statement (2009)Preferred reporting items for systematic reviews and meta-analyses: the PRISMA Statement. (2009)Interventions designed to reduce implicit prejudices and implicit stereotypes in real world contexts: a systematic review (2019)Prejudice Reduction: Progress and Challenges (2020)Early Childhood Adversity, Toxic Stress, and the Impacts of Racism on the Foundations of Health (2021)The Problem of Social Cost (1960)Exchange and Power in Social Life. (1965)Job Market Signaling (1973)White Allyship of Afro-Diasporic Women in the Workplace: A Transformative Strategy for Organizational Change (2019)Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions (2021)Stereotypes and prejudice: Their automatic and controlled components. (1989)Implementation intentions: Strong effects of simple plans. (1999)Understanding and using the Implicit Association Test: I. An improved scoring algorithm. (2003)The Bias of Crowds: How Implicit Bias Bridges Personal and Systemic Prejudice (2017)Wise interventions: Psychological remedies for social and personal problems. (2018)Patterns of Implicit and Explicit Attitudes: I. Long-Term Change and Stability From 2007 to 2016 (2019)Nature of Prejudice (1954)Implicit social cognition: Attitudes, self-esteem, and stereotypes. (1995)Measuring individual differences in implicit cognition: The implicit association test. (1998)Identification and Assessment of Intercultural Competence as a Student Outcome of Internationalization (2006)Memahami desain metode penelitian kualitatif (2021)METODE PENELITIAN KUALITATIF (2022)The Racial and Ethnic Microaggressions Scale (REMS): Construction, reliability, and validity. (2011)What happens before? A field experiment exploring how pay and representation differentially shape bias on the pathway into organizations. (2015)Disarming racial microaggressions: Microintervention strategies for targets, White allies, and bystanders. (2019)Victimization Experiences of Lesbian, Gay, and Bisexual Individuals: A Meta-Analysis (2012)Microaggressions Toward Lesbian, Gay, Bisexual, Transgender, Queer, and Genderqueer People: A Review of the Literature (2016)Non-binary or genderqueer genders (2016)Understanding Mental Health: What Are the Issues for Black and Ethnic Minority Students at University? (2018)Attempting to break the chain: reimaging inclusive pedagogy and decolonising the curriculum within the academy (2020)Does AI Debias Recruitment? Race, Gender, and AI’s “Eradication of Difference” (2022)
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References

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  • 2019Committees with implicit biases promote fewer women when they do not believe gender bias exists152 cited
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