Appendix X: References

Adams, K., & Bargerhuff, M. E. (2005). Dialogue and action: Addressing recruitment of diverse faculty in one midwestern university’s college of education and human services. Recruitment of Diverse Faculty. Retrieved from http://libproxy.unl.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=20h&AN=17488981&site=ehost-live

Alipour, K. K., S. Mohammed, and S. Raghuram (2018). Differences in the Valuing of Power Among Team Members. Journal of Business and Psychology,33 (2), 231-47. Retrieved from https://doi.org/10.1007/s10869-017-9488-7

Benjamin Artz, B, Amanda Goodall, A., & Andrew J. Oswald, A.J. (2018, June). Women ask for raises as often as men but are less likely to get them. Harvard Business Review, Retrieved on September 29, from: https://hbr.org/2018/06/research-women-ask-for-raises-as-often-as-men-but-are-less-likely-to-get-hem#:~:text=We%20had%20expected%20to%20find,increase%2020%25%20of%20the%20time

Bilimoria, D., & Buch, K. K. (2010). The Search is On: Engendering Faculty Diversity Through More Effective Search and Recruitment. Change: The Magazine of Higher Learning. https://doi.org/10.1080/00091383.2010.489022

Butts, M. M, Casper, W. J., & Yang, T. S. (2013). How Important Are Work–Family Support Policies? A Meta-Analytic Investigation of Their Effects on Employee Outcomes. Journal of Applied Psychology, 98(1).

Clancy, K. B. H., Lee, K. M. N., Rodgers, E. M., & Richey, C. (2017). Double jeopardy in astronomy and planetary science: Women of color face greater risks of gendered and racial harassment. Journal of Geophysical Research: Planets. https://doi.org/10.1002/2017JE005256

Cocchiara, F. K., Bell, M. P., & Casper., W. J. (2016). Sounding “Different”: The role of sociolinguistic cues in evaluating job candidates. Human Resource Management, 55(3), 463-477).

de Kock, F. S., & Hauptfleisch, D. B. (2018). Reducing racial similarity bias in interviews by increasing structure: A quasi-experiment using multilevel analysis. International Perspectives in Psychology: Research, Practice, Consultation, 7(3), 137–154. https://doi-org.libproxy.unl.edu/10.1037/ipp0000091

DiAngelo, R. (2011). White Fragility. The International Journal of Critical Pedagogy, 3(3). https://libjournal.uncg.edu/ijcp/article/view/249

Dovidio, J. F., & Gaertner, S. L. (2000). Aversive racism and selection decisions: 1989 and 1999. Psychological Science. https://doi.org/10.1111/1467-9280.00262

Duhigg, C. (2016). What Google Learned from its Quest to Build the Perfect Team. The New York Times. Retrieved from: https://nyti.ms/20WG1yY

Egalite, A. J., Kisida, B., & Winters, M. A. (2015). Representation in the classroom: The effect of own-race teachers on student achievement. Economics of Education Review. https://doi.org/10.1016/j.econedurev.2015.01.007

Florentine, S. (2018). “6 Effective Strategies for Improving Employee Retention.” CIO (13284045), January, 1. Retrieved on November 30, 2020 from http://search.ebscohost.com.libproxy.unl.edu/login.aspx?direct=true&db=bth&AN=127515518&site=ehost-live

Fraser, G. J., & Hunt, D. E. (2011). Faculty diversity and search committee training: Learning from a critical incident. Journal of Diversity in Higher Education. https://doi.org/10.1037/a0022248

Freman, C. (2019). The Case for Cluster Hiring to Diversify your Faculty. Chronical of Higher Education. Retrieved on 10/4/2020 from https://www.chronicle.com/article/the-case-for-cluster-hiring-to-diversify-your-faculty/

Guarino, C. M., & Borden, V. M. H. (2017). Faculty Service Loads and Gender: Are Women Taking Care of the Academic Family? Research in Higher Education. https://doi.org/10.1007/s11162-017-9454-2

Gurin, P., Nagda, B. A., & Lopez, G. E. (2004). The benefits of diversity in education for democratic citizenship. Journal of Social Issues. https://doi.org/10.1111/j.0022-4537.2004.00097.x

Guteri, Fred. (2014). Diversity in Science: Why It Is Essential for Excellence. Scientific American. https://www.scientificamerican.com/article/diversity-in-science-why-it-is-essential-for-excellence/

Gutiérrez Y Muhs, G., Niemann, Y. F., González, C. G., & Harris, A. P. (2012). Presumed incompetent: The intersections of race and class for women in Academia. Presumed Incompetent: The Intersections of Race and Class for Women in Academia. https://doi.org/10.5465/amle.2014.0306

Hernandez, M., Avery, D. R., Volpone, S. D., & Kaiser, C. R. (2019). Bargaining while Black: The role of race in salary negotiations. Journal of Applied Psychology, 104(4), 581-592.

Hurtado, S., Milem, J., Clayton-Pedersen, A., & Allen, W. (1999). Enacting Diverse Learning Environments: Improving the Climate for Racial/Ethnic Diversity in Higher Education. ASHE-ERIC Higher Education Report. https://eric.ed.gov/?id=ED430514

Kahneman, D. (2011). Thinking, Fast and Slow. New York : Farrar, Straus and Giroux. https://encore.unl.edu/iii/encore/record/C__Rb4185650__Sthinking%20fast%2C%20thinking%20slow__P0%2C1__Orightresult__U__X2?lang=eng&suite=cobalt4

Kang, S. K., DeCelles, K. A., Tilcsik, A., & Jun, S. (2016). Whitened Résumés: Race and Self-Presentation in the Labor Market. Administrative Science Quarterly. https://doi.org/10.1177/0001839216639577

Komaki, J. L., & Minnich, M. L. R. (2016). A Behavioral Approach to Organizational Change: Reinforcing Those Responsible for Facilitating the Climate and Hence Promoting Diversity. Journal of Organizational Behavior Management. https://doi.org/10.1080/01608061.2016.1200514

MacNell, L., Driscoll, A., & Hunt, A. N. (2015). What’s in a Name: Exposing Gender Bias in Student Ratings of Teaching. Innovative Higher Education. https://doi.org/10.1007/s10755-014-9313-4

Mello, J. A. (2019). Strategic human resource management (5th Edition). Mason, OH: South-Western Cengage Learning.

Plaut, Victoria. (2014). 3 Myths Plus a Few Best Practices for Achieving Diversity. Scientific American. https://www.scientificamerican.com/article/3-myths-plus-a-few-best-practices-for-achieving-diversity/

Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung, B. G., Dean, M. A., & Kedharnath, U. (2018). Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness. Human Resource Management Review. https://doi.org/10.1016/j.hrmr.2017.07.002

Rock, D. and H. Grant (2016). Why Diverse Teams are Smarter. Harvard Business Review. Retrieved from: https://hbr.org/2016/11/why-diverse-teams-are-smarter

Rosette, A. S., Leonardelli, G. J., & Phillips, K. W. (2008). The White Standard: Racial Bias in Leader Categorization. Journal of Applied Psychology https://browzine.com/articles/41209012

Ross, H. J. (2014). Everyday bias. Maryland: Rowan & Littlefield Publishing Group, Inc.

Seligman, L. D., Anderson, R. E., Ollendick, T. H., Rauch, S. A. M., Silverman, W. K., Wilhelm, S., & Woods, D. W. (2018). Preparing women in academic psychology for their first compensation negotiation: A panel perspective of challenges and recommendations. Professional Psychology: Research and Practice, 49(4), 282–289

Sensoy, Ö., & DiAngelo, R. (2017). “We Are All for Diversity, but . . .”: How Faculty Hiring Committees Reproduce Whiteness and Practical Suggestions for How They Can Change. Harvard Educational Review. https://doi.org/10.17763/1943-5045-87.4.557

Schmader, T., Whitehead, J., & Wysocki, V. H. (2007). A linguistic comparison of letters of recommendation for male and female chemistry and biochemistry job applicants. Sex Roles. https://doi.org/10.1007/s11199-007-9291-4

Smith, D. G., Turner, C. S., Osei-Kofi, N., & Richards, S. (2004). Interrupting the Usual: Successful Strategies for Hiring Diverse Faculty. Journal of Higher Education. https://doi.org/10.1353/jhe.2004.0006

Steele, Claude M. (2011). Whistling Vivaldi: How Sterotypes Affect Us and What We Can Do. W. W. Norton & Company. https://wwnorton.com/books/Whistling-Vivaldi/

Stewart, A. and V. Valian (2018). An Inclusive Academy: Achieving Diversity and Excellence. Cambridge: MIT Press. pg. 180.

Thompson, M., & Sekaquaptewa, D. (2002). When Being Different Is Detrimental: Solo Status and the Performance of Women and Racial Minorities. Analyses of Social Issues and Public Policy. https://doi.org/10.1111/j.1530-2415.2002.00037.x

University of Nebraska Lincoln (2018) Report of the Nebraska N150 Commission

Wilder, J., & Osborne-Lampkin, L. (2015). Rearticulating Black Faculty Diversity Efforts in the Age of “Postracialism” and Obama. The Western Journal of Black Studies. http://search.ebscohost.com/login.aspx?direct=true&profile=ehost&scope=site&authtype=crawler&jrnl=01974327&AN=113913885&h=CxwP2xe1M0mGj7Vbwqz0AtJT3Js6TLeZeoPPDPp%2BTcWrHUsTGZEhNQpYYFydrKaLxsLoXCVT%2FAQFo%2FGPjbKVKw%3D%3D&crl=f

Yoder, Janice D. (2002).2001 Division 35 Presidential Address: Context Matters: Understanding Tokenism Processes and Their Impact on Women's Work. Psychology of Women Quarterly. https://journals.sagepub.com/doi/10.1111/1471-6402.00038