Can Women of Color "Just Say No"?: Reactions to Their Refusals of Diversity, Equity, and Inclusion-Related Service Requests in Nonacademic Workplaces
Restricted (Penn State Only)
- Author:
- Frasca, Terri
- Graduate Program:
- Psychology
- Degree:
- Doctor of Philosophy
- Document Type:
- Dissertation
- Date of Defense:
- May 02, 2023
- Committee Members:
- Kristin Buss (she/her), Program Head/Chair
Stephanie A Shields, Special Member & Co-Dissertation Advisor
Aparna Joshi, Outside Unit & Field Member
Jonathan Cook, Major Field Member
Jes Matsick, Chair & Co-Dissertation Advisr
Erin Heidt-Forsythe, Outside Field Member - Keywords:
- diversity
equity
inclusion
service
gender
race
organization
culture
diversity
equity
inclusion
service
gender
race
organizations
cultures - Abstract:
- In post-secondary education, women of color employees do a disproportionate amount of unpaid diversity, equity, and inclusion (DEI) work compared to their white women/men and men of color counterparts — sometimes to the detriment of their own advancement and psychological well-being. I examine whether similar pressures operate on women of color in the nonacademic workplace. Across 3 studies, I use a feminist mixed-methods approach to examine reactions to when women of color in nonacademic organizations (where expectations around service are often informal, compared to those in academia) refuse requests to do unpaid DEI labor and other service requests. I situate my studies as assessing both sides of the interaction dyad – that of the request recipient, or requestee (i.e., a woman of color), and that of the requestor (i.e., the person asking for service, often managers). Study 1a (a mixed-methods descriptive study) and Study 1b (a qualitative study) take the perspective of the requestee, privileging women of color employees’ voice and lived experience. Results of Studies 1a and 1b reveal that women of color are frequently asked for unpaid DEI service, refuse about one in four such requests, and yet anticipate backlash for doing so. Specifically, women of color are afraid that refusals make them appear like a poor worker and will hurt their chances at work rewards and advancement (e.g., a raise or promotion). Study 2 (an experiment from the perspective of the requestor) confirms these fears, surprisingly showing that, regardless of whether or not the service is related to DEI, managers perceive negotiating compensation for service just as poorly as outright refusing. Specifically, managers believed they would see a Black woman who refuses their request or negotiates compensation as less worthy of advancement, as a less ideal worker, and would be less pleased to work with her. In sum, Study 2 validates the fears that women of color expressed in Studies 1a and 1b, and confirms the double-bind of women of color being overworked by accepting unpaid requests but also penalized for saying no. In combination, my findings suggest that women of color are seen as having a valuable and scarce standpoint which simultaneously makes them vulnerable to exploitation of their labor. Implications of these results are that organizations should improve conditions so that women of color employees can say no when they want or need to without backlash. I also suggest that instead of leading with a refusal, women of color can push for the compensation of their time, given the increasing demand for their unique standpoint and voices in DEI spaces.