Race, Sexual Orientation, and Intersectionality in Distributive Negotiation Outcomes for Men

Published Online:https://doi.org/10.1287/orsc.2023.18464

References

  • Adiyaman D, Meier LL (2022) Short-term effects of experienced and observed incivility on mood and self-esteem. Work Stress 36(2):133–146.CrossrefGoogle Scholar
  • Agerström J, Carlsson M, Strinić A (2021) Intersected groups and discriminatory everyday behavior. Soc. Psych. 52(6):351–361.CrossrefGoogle Scholar
  • Alt NP, Lick DJ, Johnson KL (2020) The straight categorization bias: A motivated and altruistic reasoning account. J. Personality Soc. Psych. 119(6):1266–1289.CrossrefGoogle Scholar
  • Amanatullah ET, Morris MW (2010) Negotiating gender roles: Gender differences in assertive negotiating are mediated by women’s fear of backlash and attenuated when negotiating on behalf of others. J. Personality Soc. Psych. 98(2):256–267.CrossrefGoogle Scholar
  • Amanatullah ET, Tinsley CH (2013) Punishing female negotiators for asserting too much…or not enough: Exploring why advocacy moderates backlash against assertive female negotiators. Organ. Behav. Human Decision Processes 120(1):110–122.CrossrefGoogle Scholar
  • Anteby M, Anderson C (2014) The shifting landscape of LGBT organizational research. Res. Organ. Behav. 34:3–25.CrossrefGoogle Scholar
  • Ayres I, Siegelman P (1995) Race and gender discrimination in bargaining for a new car. Amer. Econom. Rev. 85(3):304–321.Google Scholar
  • Babcock L, Laschever S (2009) Women Don’t Ask: Negotiation and the Gender Divide (Princeton University Press, Princeton, NJ).Google Scholar
  • Bailey AH, LaFrance M, Dovidio JF (2019) Is man the measure of all things? A social cognitive account of androcentrism. Personality Soc. Psych. Rev. 23(4):307–331.CrossrefGoogle Scholar
  • Balsam KF, Molina Y, Beadnell B, Simoni J, Walters K (2011) Measuring multiple minority stress: The LGBT People of Color Microaggressions Scale. Cultural Diversity Ethnic Minority Psych. 17(2):163–174.CrossrefGoogle Scholar
  • Barry B, Friedman RA (1998) Bargainer characteristics in distributive and integrative negotiation. J. Personality Soc. Psych. 74(2):345–359.CrossrefGoogle Scholar
  • Bazerman MH, Neale MA (1993) Negotiating Rationally (Simon and Schuster, New York).Google Scholar
  • Beal F (1970) Double jeopardy: To be Black and female. Cade T, ed. The Black Woman: An Anthology (Signet, New York), 90–100.Google Scholar
  • Berdahl JL, Min J-A (2012) Prescriptive stereotypes and workplace consequences for East Asians in North America. Cultural Diversity Ethnic Minority Psych. 18(2):141–152.CrossrefGoogle Scholar
  • Berdahl JL, Moore C (2006) Workplace harassment: Double jeopardy for minority women. J. Appl. Psych. 91(2):426–436.CrossrefGoogle Scholar
  • Block R Jr, Crabtree C, Holbein JB, Monson JQ (2021) Are Americans less likely to reply to emails from Black people relative to White people? Proc. Natl. Acad. Sci. USA 118(52):e2110347118.CrossrefGoogle Scholar
  • Bowles HR, Babcock L, Lai L (2007) Social incentives for gender differences in the propensity to initiate negotiations: Sometimes it does hurt to ask. Organ. Behav. Human Decision Processes 103(1):84–103.CrossrefGoogle Scholar
  • Bowles HR, Thomason B, Macias-Alonso I (2022) When gender matters in organizational negotiations. Annual Rev. Organ. Psych. Organ. Behav. 9:199–223.CrossrefGoogle Scholar
  • Brown-Iannuzzi JL, Cooley E, McKee SE, Hyden C (2019) Wealthy Whites and poor Blacks: Implicit associations between racial groups and wealth predict explicit opposition toward helping the poor. J. Experiment. Soc. Psych. 82:26–34.CrossrefGoogle Scholar
  • Cech EA, Waidzunas TJ (2021) Systemic inequalities for LGBTQ professionals in STEM. Sci. Adv. 7(3):eabe0933.CrossrefGoogle Scholar
  • Cheryan S, Monin B (2005) Where are you really from? Asian Americans and identity denial. J. Personality Soc. Psych. 89(5):717–730.CrossrefGoogle Scholar
  • Chuang YT, Church R, Ophir R (2011) Taking sides: The interactive influences of institutional mechanisms on the adoption of same-sex partner health benefits by Fortune 500 corporations, 1990–2003. Organ. Sci. 22(1):190–209.LinkGoogle Scholar
  • Coffman KB, Coffman LC, Ericson KMM (2017) The size of the LGBT population and the magnitude of antigay sentiment are substantially underestimated. Management Sci. 63(10):3168–3186.LinkGoogle Scholar
  • Cortina LM (2008) Unseen injustice: Incivility as modern discrimination in organizations. Acad. Management Rev. 33(1):55–75.CrossrefGoogle Scholar
  • Cortina LM, Kabat-Farr D, Leskinen EA, Huerta M, Magley VJ (2013) Selective incivility as modern discrimination in organizations: Evidence and impact. J. Management 39(6):1579–1605.Google Scholar
  • Cyrus K (2017) Multiple minorities as multiply marginalized: Applying the minority stress theory to LGBTQ people of color. J. Gay Lesbian Mental Health 21(3):194–202.CrossrefGoogle Scholar
  • Dannals JE, Zlatev JJ, Halevy N, Neale MA (2021) The dynamics of gender and alternatives in negotiation. J. Appl. Psych. 106(11):1655–1672.CrossrefGoogle Scholar
  • Desai SD, Gunia BC (2023) The interplay of gender and perceived sexual orientation at the bargaining table: A social dominance and intersectionalist perspective. Organ. Behav. Human Decision Processes 179:104279.CrossrefGoogle Scholar
  • Doering L, Tilcsik A (2025) Location matters: Everyday gender discrimination in remote and on-site work. Organ. Sci. 36(2):547–571.LinkGoogle Scholar
  • Dupree CH, Torrez B, Obioha O, Fiske ST (2021) Race–status associations: Distinct effects of three novel measures among White and Black perceivers. J. Personality Soc. Psych. 120(3):601–625.CrossrefGoogle Scholar
  • Federo R (2024) The rainbow glass ceiling: Breaking barriers for LGBTQ+ inclusion in board diversity. Acad. Management Perspect. 38(3):325–348.CrossrefGoogle Scholar
  • Fiske ST, Cuddy AJ, Glick P, Xu J (2002) A model of (often mixed) stereotype content: Competence and warmth respectively follow from perceived status and competition. J. Personality Soc. Psych. 82(6):878–902.CrossrefGoogle Scholar
  • Galinsky AD, Hall EV, Cuddy AJ (2013) Gendered races: Implications for interracial marriage, leadership selection, and athletic participation. Psych. Sci. 24(4):498–506.CrossrefGoogle Scholar
  • Ghavami N, Peplau LA (2013) An intersectional analysis of gender and ethnic stereotypes: Testing three hypotheses. Psych. Women Quart. 37(1):113–127.CrossrefGoogle Scholar
  • Goh JX, Bandt-Law B, Cheek NN, Sinclair S, Kaiser CR (2022) Narrow prototypes and neglected victims: Understanding perceptions of sexual harassment. J. Personality Soc. Psych. 122(5):873–893.CrossrefGoogle Scholar
  • Halevy N, Phillips LT (2015) Conflict templates in negotiations, disputes, joint decisions, and tournaments. Soc. Psych. Personality Sci. 6(1):13–22.CrossrefGoogle Scholar
  • Halevy N, Chou EY, Murnighan JK (2012) Mind games: The mental representation of conflict. J. Personality Soc. Psych. 102(1):132–148.CrossrefGoogle Scholar
  • Hall EV, Galinsky AD, Phillips KW (2015) Gender profiling: A gendered race perspective on person–position fit. Personality Soc. Psych. Bull. 41(6):853–868.CrossrefGoogle Scholar
  • Hall EV, Hall AV, Galinsky AD, Phillips KW (2019) MOSAIC: A model of stereotyping through associated and intersectional categories. Acad. Management Rev. 44(3):643–672.CrossrefGoogle Scholar
  • Hegarty P (2017) On the failure to notice that White people are White: Generating and testing hypotheses in the celebrity guessing game. J. Experiment. Psych. General 146(1):41–62.CrossrefGoogle Scholar
  • Hegarty P, Pratto F (2001) The effects of social category norms and stereotypes on explanations for intergroup differences. J. Personality Soc. Psych. 80(5):723–735.CrossrefGoogle Scholar
  • Heilman ME (2001) Description and prescription: How gender stereotypes prevent women’s ascent up the organizational ladder. J. Soc. Issues 57(4):657–674.CrossrefGoogle Scholar
  • Hernandez M, Avery DR, Volpone SD, Kaiser CR (2019) Bargaining while Black: The role of race in salary negotiations. J. Appl. Psych. 104(4):581–592.CrossrefGoogle Scholar
  • Hudson BA, Okhuysen GA (2009) Not with a ten-foot pole: Core stigma, stigma transfer, and improbable persistence of men’s bathhouses. Organ. Sci. 20(1):134–153.LinkGoogle Scholar
  • Hudson SKT, Ghani A (2024) Sexual orientation and race intersectionally reduce the perceived gendered nature of normative stereotypes in the United States. Psych. Women Quart. 48(1):56–79.CrossrefGoogle Scholar
  • Jeong M, Minson JA, Gino F (2020) In generous offers I trust: The effect of first-offer value on economically vulnerable behaviors. Psych. Sci. 31(6):644–653.CrossrefGoogle Scholar
  • Jeong M, Minson J, Yeomans M, Gino F (2019) Communicating with warmth in distributive negotiations is surprisingly counterproductive. Management Sci. 65(12):5813–5837.LinkGoogle Scholar
  • Johnson KL, Freeman JB, Pauker K (2012) Race is gendered: How covarying phenotypes and stereotypes bias sex categorization. J. Personality Soc. Psych. 102(1):116–131.CrossrefGoogle Scholar
  • Kite ME, Deaux K (1987) Gender belief systems: Homosexuality and the implicit inversion theory. Psych. Women Quart. 11(1):83–96.CrossrefGoogle Scholar
  • Kleinbaum AM, Stuart TE, Tushman ML (2013) Discretion within constraint: Homophily and structure in a formal organization. Organ. Sci. 24(5):1316–1336.LinkGoogle Scholar
  • Knowlton K (2025) Trailblazing motivation and marginalized group members: Changing expectations to pave the way for others. Organ. Sci. 36(1):477–513.LinkGoogle Scholar
  • Kray LJ, Thompson L (2004) Gender stereotypes and negotiation performance: An examination of theory and research. Res. Organ. Behav. 26:103–182.CrossrefGoogle Scholar
  • Kroeper KM, Muenks K, Murphy MC (2019) Marriage equality: On the books and on the ground? An experimental audit study of beliefs and behavior towards same‐sex and interracial couples in the wedding industry. Anal. Soc. Issues Public Policy 19(1):50–77.CrossrefGoogle Scholar
  • Leavitt K, Mitchell TR, Peterson J (2010) Theory pruning: Strategies to reduce our dense theoretical landscape. Organ. Res. Methods 13(4):644–667.CrossrefGoogle Scholar
  • Leigh A, Desai SD (2023) What’s race got to do with it? The interactive effect of race and gender on negotiation offers and outcomes. Organ. Sci. 34(2):935–958.LinkGoogle Scholar
  • Livingston RW, Rosette AS, Washington EF (2012) Can an agentic Black woman get ahead? The impact of race and interpersonal dominance on perceptions of female leaders. Psych. Sci. 23(4):354–358.CrossrefGoogle Scholar
  • Lu JG (2023) Asians don’t ask? Relational concerns, negotiation propensity, and starting salaries. J. Appl. Psych. 108(2):273–290.CrossrefGoogle Scholar
  • Lu JG (2024) A creativity stereotype perspective on the bamboo ceiling: Low perceived creativity explains the underrepresentation of East Asian leaders in the United States. J. Appl. Psych. 109(2):238–256.CrossrefGoogle Scholar
  • Lu JG, Nisbett RE, Morris MW (2020) Why East Asians but not South Asians are underrepresented in leadership positions in the United States. Proc. Natl. Acad. Sci. USA 117(9):4590–4600.CrossrefGoogle Scholar
  • Madon S (1997) What do people believe about gay males? A study of stereotype content and strength. Sex Roles 37(9–10):663–685.CrossrefGoogle Scholar
  • Marks M, Harold C (2011) Who asks and who receives in salary negotiation. J. Organ. Behav. 32(3):371–394.CrossrefGoogle Scholar
  • Mazei J, Hüffmeier J, Freund PA, Stuhlmacher AF, Bilke L, Hertel G (2015) A meta-analysis on gender differences in negotiation outcomes and their moderators. Psych. Bull. 141(1):85–104.CrossrefGoogle Scholar
  • McDonald P (2020) The male marriage premium: Selection, productivity, or employer preferences? J. Marriage Family 82(5):1553–1570.CrossrefGoogle Scholar
  • Mollica KA, Gray B, Trevino LK (2003) Racial homophily and its persistence in newcomers’ social networks. Organ. Sci. 14(2):123–136.LinkGoogle Scholar
  • Neale MA, Northcraft GB (1991) Behavioral negotiation theory—A framework for conceptualizing dyadic bargaining. Res. Organ. Behav. 13:147–190.Google Scholar
  • Pedulla DS (2014) The positive consequences of negative stereotypes: Race, sexual orientation, and the job application process. Soc. Psych. Quart. 77(1):75–94.CrossrefGoogle Scholar
  • Petsko CD, Bodenhausen GV (2020) Multifarious person perception: How social perceivers manage the complexity of intersectional targets. Soc. Personality Psych. Compass 14(2):e12518.CrossrefGoogle Scholar
  • Petsko CD, Rosette AS, Bodenhausen GV (2022) Through the looking glass: A lens-based account of intersectional stereotyping. J. Personality Soc. Psych. 123(4):763–787.CrossrefGoogle Scholar
  • Pink SL, Cervantez J, Kirgios EL, Chang EH, Milkman KL (2025) Can stereotype reactance prompt women to compete? A field experiment. Organ. Sci. 36(5):2008–2027.LinkGoogle Scholar
  • Pollmann-Schult M (2011) Marriage and earnings: Why do married men earn more than single men? Eur. Sociol. Rev. 27(2):147–163.CrossrefGoogle Scholar
  • Ponce de Leon R, Rosette AS (2022) “Invisible” discrimination: Divergent outcomes for the nonprototypicality of black women. Acad. Management J. 65(3):784–812.CrossrefGoogle Scholar
  • Purdie-Vaughns V, Eibach RP (2008) Intersectional invisibility: The distinctive advantages and disadvantages of multiple subordinate-group identities. Sex Roles 59(5–6):377–391.CrossrefGoogle Scholar
  • Raiffa H (1982) The Art and Science of Negotiation (Harvard University Press, Cambridge, MA).Google Scholar
  • Remedios JD, Chasteen AL, Rule NO, Plaks JE (2011) Impressions at the intersection of ambiguous and obvious social categories: Does gay + Black = likable? J. Experiment. Soc. Psych. 47(6):1312–1315.CrossrefGoogle Scholar
  • Riskin A, Erez A, Foulk TA, Kugelman A, Gover A, Shoris I, Riskin KS, Bamberger PA (2015) The impact of rudeness on medical team performance: A randomized trial. Pediatrics 136(3):487–495.CrossrefGoogle Scholar
  • Roberson Q, Ruggs EN, Pichler S, Holmes O IV (2024) LGBTQ systems: A framework and future research agenda. J. Management 50(3):1145–1173.Google Scholar
  • Rosen CC, Koopman J, Gabriel AS, Johnson RE (2016) Who strikes back? A daily investigation of when and why incivility begets incivility. J. Appl. Psych. 101(11):1620–1634.CrossrefGoogle Scholar
  • Rubin M (2021) When to adjust alpha during multiple testing: A consideration of disjunction, conjunction, and individual testing. Synthese 199(3):10969–11000.CrossrefGoogle Scholar
  • Rudman LA, Glick P (1999) Feminized management and backlash toward agentic women: The hidden costs to women of a kinder, gentler image of middle managers. J. Personality Soc. Psych. 77(5):1004–1010.CrossrefGoogle Scholar
  • Rudman LA, Glick P (2001) Prescriptive gender stereotypes and backlash toward agentic women. J. Soc. Issues 57(4):743–762.CrossrefGoogle Scholar
  • Schilpzand P, De Pater IE, Erez A (2016) Workplace incivility: A review of the literature and agenda for future research. J. Organ. Behav. 37(S1):S57–S88.CrossrefGoogle Scholar
  • Schug J, Alt NP, Klauer KC (2015) Gendered race prototypes: Evidence for the non-prototypicality of Asian men and Black women. J. Experiment. Soc. Psych. 56:121–125.CrossrefGoogle Scholar
  • Sears B, Mallory C, Flores AR, Conron KJ (2021) LGBT People’s Experiences of Workplace Discrimination and Harassment (William Institute UCLA School of Law, Los Angeles).Google Scholar
  • Sinaceur M, Van Kleef GA, Neale MA, Adam H, Haag C (2011) Hot or cold: Is communicating anger or threats more effective in negotiation? J. Appl. Psych. 96(5):1018–1032.CrossrefGoogle Scholar
  • Small DA, Gelfand M, Babcock L, Gettman H (2007) Who goes to the bargaining table? The influence of gender and framing on the initiation of negotiation. J. Personality Soc. Psych. 93(4):600–613.CrossrefGoogle Scholar
  • Smith EB, Nkomo SM (2021) Our Separate Ways with a New Preface and Epilogue: Black and White Women and the Struggle for Professional Identity (Harvard Business Press, Boston).Google Scholar
  • Tilcsik A (2011) Pride and prejudice: Employment discrimination against openly gay men in the United States. Amer. J. Sociol. 117(2):586–626.CrossrefGoogle Scholar
  • Toosi NR, Mor S, Semnani-Azad Z, Phillips KW, Amanatullah ET (2019) Who can lean in? The intersecting role of race and gender in negotiations. Psych. Women Quart. 43(1):7–21.CrossrefGoogle Scholar
  • Trzebiatowski T, McCluney C, Hernandez M (2023) Managing the double bind: Women directors’ participation tactics in the gendered boardroom. Organ. Sci. 34(2):801–827.LinkGoogle Scholar
  • Van Kleef GA, Côté S (2007) Expressing anger in conflict: When it helps and when it hurts. J. Appl. Psych. 92(6):1557–1569.CrossrefGoogle Scholar
  • Voigt R, Camp NP, Prabhakaran V, Hamilton WL, Hetey RC, Griffiths CM, Jurgens D, Jurafsky D, Eberhardt JL (2017) Language from police body camera footage shows racial disparities in officer respect. Proc. Natl. Acad. Sci. USA 114(25):6521–6526.CrossrefGoogle Scholar
  • Wang C, Ku G, Smith AN, Edwards B, Scott E, Galinsky AD (2025) Increasing Black employees’ social identity affirmation and organizational involvement: Reducing social uncertainty through organizational and individual strategies. Organ. Sci. 36(2):809–837.LinkGoogle Scholar
  • Ward J (2008) White normativity: The cultural dimensions of whiteness in a racially diverse LGBT organization. Sociol. Perspect. 51(3):563–586.CrossrefGoogle Scholar
  • Williams JC (2014) Double jeopardy? An empirical study with implications for the debates over implicit bias and intersectionality. Harvard J. Law Gender 37:185–242.Google Scholar
  • Wilson JP, Remedios JD, Rule NO (2017) Interactive effects of obvious and ambiguous social categories on perceptions of leadership: When double-minority status may be beneficial. Personality Soc. Psych. Bull. 43(6):888–900.CrossrefGoogle Scholar
  • Yeomans M, Kantor A, Tingley D (2018) The politeness package: Detecting politeness in natural language. R Journal 10(2):489–502.Google Scholar
  • Zou LX, Cheryan S (2017) Two axes of subordination: A new model of racial position. J. Personality Soc. Psych. 112(5):696–717.CrossrefGoogle Scholar
INFORMS site uses cookies to store information on your computer. Some are essential to make our site work; Others help us improve the user experience. By using this site, you consent to the placement of these cookies. Please read our Privacy Statement to learn more.