Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
Qualified applicants strive to be recognized as a “good fit” in organizations. However, with a long history of racial discrimination in talent acquisition, how do Historically Black College and University graduates feel they are perceived by organizations in comparison to their Predominantly White Institutions (PWI) counterparts? Furthermore, how does the intersectionality of race and gender in the workplace affect these perceptions? It is important to examine these relationships and how organizations can improve direction and create meaningful strides for equity for a diversity, equity, and inclusion initiative. In this study, we will survey students and graduates from HBCUs and PWIs about how they feel they are perceived by employer organizations. We will examine the differences in self-reported perceptions between HBCU and PWI students and graduates. To conduct further analysis, we will collect data from the students and graduates via a survey in MTurk. The survey will include questions related to racial code switching, perception of professionalism, perceived notability of educational institutions, and attitudes toward organizations. Participation will be limited to those who are 18 years or older, graduated from a HBCU/PWI institution, or are a Junior/Senior student at a HBCU/PWI institution. We will test three hypotheses with this study: Hypothesis 1 (H1): Graduates and students from Historically Black Colleges and Universities will feel more negatively perceived by organizations in comparison to their PWI counterparts. Hypothesis 2 (H2): Graduates and students from Historically Black Colleges and Universities will feel less inclined to codeswitch in comparison to their PWI counterparts. Hypothesis 3 (H3): Female graduates and students from Historically Black Colleges and Universities will feel the most negatively perceived by organizations. Through prior research and survey data, we expect to find HBCU graduates will perceive that organizations view them as less professional and qualified in comparison to their PWI counterparts. These findings will stem from questions directed toward disposition, professionalism, University notability, and use of code switching. It is further predicted that Black women will feel they are perceived as more sexual, aggressive, and unapproachable, and therefore less professional compared to peers. This study will help quantify how HBCU graduates feel they are viewed in comparison to their PWI counterparts and help organizations identify where to develop inclusive and equitable talent acquisition initiatives. The study will assist organizations on how to best implement implicit bias training throughout their organization to create a more inclusive environment for all employees.
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by/4.0/
Included in
HBC- Who?: Perceptions of Talent from Historically Black Colleges and Universities
Qualified applicants strive to be recognized as a “good fit” in organizations. However, with a long history of racial discrimination in talent acquisition, how do Historically Black College and University graduates feel they are perceived by organizations in comparison to their Predominantly White Institutions (PWI) counterparts? Furthermore, how does the intersectionality of race and gender in the workplace affect these perceptions? It is important to examine these relationships and how organizations can improve direction and create meaningful strides for equity for a diversity, equity, and inclusion initiative. In this study, we will survey students and graduates from HBCUs and PWIs about how they feel they are perceived by employer organizations. We will examine the differences in self-reported perceptions between HBCU and PWI students and graduates. To conduct further analysis, we will collect data from the students and graduates via a survey in MTurk. The survey will include questions related to racial code switching, perception of professionalism, perceived notability of educational institutions, and attitudes toward organizations. Participation will be limited to those who are 18 years or older, graduated from a HBCU/PWI institution, or are a Junior/Senior student at a HBCU/PWI institution. We will test three hypotheses with this study: Hypothesis 1 (H1): Graduates and students from Historically Black Colleges and Universities will feel more negatively perceived by organizations in comparison to their PWI counterparts. Hypothesis 2 (H2): Graduates and students from Historically Black Colleges and Universities will feel less inclined to codeswitch in comparison to their PWI counterparts. Hypothesis 3 (H3): Female graduates and students from Historically Black Colleges and Universities will feel the most negatively perceived by organizations. Through prior research and survey data, we expect to find HBCU graduates will perceive that organizations view them as less professional and qualified in comparison to their PWI counterparts. These findings will stem from questions directed toward disposition, professionalism, University notability, and use of code switching. It is further predicted that Black women will feel they are perceived as more sexual, aggressive, and unapproachable, and therefore less professional compared to peers. This study will help quantify how HBCU graduates feel they are viewed in comparison to their PWI counterparts and help organizations identify where to develop inclusive and equitable talent acquisition initiatives. The study will assist organizations on how to best implement implicit bias training throughout their organization to create a more inclusive environment for all employees.
Department
University of Tennessee at Chattanooga. Dept. of Psychology