Area of Expertise
- Equality, Diversity, and Inclusion in the Workplace
- Gender Issues in the Workplace
2020 Kaufman Foundation Best Student Paper Award from the Gender and Diversity Division (GDO) of the Academy of Management for a paper co-authored with a former MSc student (value: $1,500 USD)
2020 Visiting Professor, University of Western Australia Business School [February-May, 2020; visited interrupted due to COVID-19 pandemic]
2019 Distinguished Winner of the Responsible Research in Management Award co-sponsored by the International Association for Chinese Management (IACMR) and the Community for Responsible Research in Business and Management (RRBM) (value: $2,000 USD)
2018 First Runner Up for the Saroj Parasuraman Award (outstanding publication on gender and diversity in organizations) from the Gender and Diversity Division (GDO) of the Academy of Management
2018 Laurier Early Career Researcher Award (value: $2,500 CAD)
2016 Visiting Faculty, Católica Lisbon School of Business & Economics (Portugal), Organizational Behavior Group (visited for the month of June, 2016)
2015 Outstanding New Scholar Award, Lazaridis School of Business & Economics, Wilfrid Laurier University
Hideg, I. and Wilson, A.E. (2020), "History Backfires: Reminders of Past Injustices Against Women Undermine Support for Workplace Policies Promoting Women", Organizational Behavior and Human Decision Processes, 156, 176-189.Keywords
Public discourse on current inequalities often invokes past injustice endured by minorities. This rhetoric also sometimes underlies contemporary equality policies. Drawing on social identity theory and the employment equity literature, we suggest that reminding people about past injustice against a disadvantaged group (e.g., women) can invoke social identity threat among advantaged group members (e.g., men) and undermine support for employment equity (EE) policies by fostering the belief that inequality no longer exists. We find support for our hypotheses in four studies examining Canadian (three studies) and American (one study) EE policies. Overall, we found that reminders of past injustice toward women undermined men’s support for an EE policy promoting women by heightening their denial of current gender discrimination. Supporting a social identity account, men’s responses were mediated by collective self-esteem, and were attenuated when threat was mitigated. Reminders of past injustice did not influence women’s support for the EE policy.
Hideg, I. and Shen, W. (2019), "Why Still so Few? A Theoretical Model of the Role of Benevolent Sexism and Career Support in the Continued Underrepresentation of Women in Leadership Positions", Journal of Leadership and Organizational Studies, 26, 287-303.
We advance our understanding of women’s continued underrepresentation in leadership positions by highlighting the subtle, but damaging, role benevolent sexism, a covert and socially accepted form of sexism, plays in this process. Drawing on and integrating previously disparate literatures on benevolent sexism and social support, we develop a new theoretical model in which benevolent sexism of both women and those in their social networks (i.e., managers and intimate partners) affect women’s acquisition of career social support for advancement at two levels, interpersonal and intrapersonal, and across multiple domains, work and family. At the interpersonal level, we suggest that managers’ and intimate partners’ benevolent sexism may undermine their provision of the needed career support to advance in leadership positions for women. At the intrapersonal level, we suggest that women’s personal endorsement of benevolent sexism may undermine their ability to recognize and willingness to seek out career support from their family members (i.e., intimate partners) and managers for advancement to leadership positions. Implications for theory and future research are discussed.
Hideg, I. and Krsticv, A. (forthcoming), "The Quest for Workplace Gender Equality in the 21st Century: Where do We Stand and How Can We Continue to Make Strides?", Canadian Journal of Behavioural Science.
Gender equality issues have witnessed an unprecedented public interest and social debate in the second decade of the 21st century. Yet, despite this attention and many gender-related social movements, gender inequality persists, especially in the workplace. We believe that industrial-organisational (I-O) psychology and management scholars have the unique expertise to tackle these issues by conducting innovative research in this area and contributing insights into the current public discourse and policymaking. To encourage more work in this area and stimulate an innovative agenda for future workplace gender equality work, we first provide a descriptive overview of gender equality research published in the past 2 decades in leading, highly relevant, and valued journals by I-O and management scholars. Next, we provide insights for future research, starting with theoretical and methodological considerations. In particular, we discuss the need for a greater inclusion of women in leadership as a social responsibility rather than a business need, emphasise the need to move from documenting bias to providing solutions, and highlight the importance of focusing on men and their experiences as a part of a broader conceptualisation of gender equality. (PsycInfo Database Record (c) 2020 APA, all rights reserved)
Project Title Role Award Amount Year Awarded Granting Agency Project TitleMen and gender equality: The effect of taking a paternity leave on men's career outcomes RoleInsight Grant, Principal (Sole) Investigator Award Amount$152,377.00 Year Awarded2019-2023 Granting AgencySocial Sciences and Humanities Research of Canada (SSHRC) Project TitleTackling the Gender Gap in Entrepreneurship: The Role of Benevolent Sexist Attitudes in Underfunding of Female-Led Ventures Role Award Amount$7,988.00 Year Awarded2018-2019 Granting AgencyLazaridis Institute Seed Grant, Wilfrid Laurier University, PI Project TitleEarly Researcher Award RolePrincipal (Sole) Investigator Award Amount$190,000.00 Year Awarded2016-2021 Granting AgencyOntario Ministry of Research, Innovation and Science Project TitleThe Intersection of Teamwork, Culture, and Technology: Enhancing Soft Skill Development in Post-Secondary Education through Student-Centered Feedback RoleCo-applicant (PI: Thomas O’Neill) Other co-applicants: Chiocchio, F.; Donia, M.; Steel, P.; Taras, V.; & Uggerslev, K. Award Amount$465,000.00 Year Awarded2016-2019 Granting AgencySocial Sciences and Humanities Research of Canada (SSHRC) Project TitleDouble-Edged Sword of Benevolent Sexism: How Benevolent Sexist Attitudes Promote and Undermine Gender Diversity in the Workplace RolePI (Collaborator: D. Lance Ferris) Award Amount$114,604.00 Year Awarded2014-2019 Granting AgencySocial Sciences and Humanities Research of Canada (SSHRC) Project TitleA Self-Image Threat Approach to Understanding Nonbeneficiaries' and Beneficiaries' Reactions to Employment Equity Policie RolePrincipal (Sole) Investigator Award Amount$3,000.00 Year Awarded2013 Granting AgencyLaurier Seed Grant (Internal Grant, Wilfrid Laurier University)