Watch the tone of your voice! An exploration of dehumanization of women by gender nonconformity based on tone of voice, occupation and appearance.

Dehumanization refers to the act of likening others to objects or animals. This, in turn, mitigates feelings of conscience, guilt, and moral obligation in the face of behaviors such as violence, mistreatment, or discrimination against the dehumanized individuals. The aim of this study is to determine the extent of which women with mismatching vocal tone, occupation and appearance to their gender expectations are dehumanized by others. To achieve this, we conducted a between-groups factorial design experiment. In the experiment, participants looked at the photo and listened to the voice of a target woman with either a gender congruent or incongruent vocal tone, occupation, or appearance. Participants indicated the extent to which human attributes were appropriate for this individual. The results revealed that the main effects of vocal tone and occupation were significant for both mechanistic and animalistic dehumanization. A target woman with a mismatched vocal tone and occupation was more dehumanized compared to those with a matched vocal tone and occupation. However, the interaction effect of vocal tone, occupation type, and appearance was found to be significant only for mechanistic dehumanization. Our study provides evidence to recent concerns that women may experience dehumanization due to their vocal tone and occupation.

Institutional suicide as anomie: decedents speak out for work-related suicides through a Durkheimian exploration of suicide notes in a context without institutional responsibilization for suicide prevention.

Introduction: Drawing on Durkheim's historical theorization of suicide, we extend his concept of anomic suicide, which is suicide due to a lack of social regulation, to introduce the concept of institutional suicide. We define institutional suicide as suicide due to the absence or decline of institutional policies, practices, and discourses for prevention. In this study, we explore the mechanisms for institutional suicides based on suicide notes Turkey, in a context without institutional responsibilization for prevention. Turkey provides a significant context for studying institutional suicides as policies, practices, and discourses for suicide prevention have been declining for some decades. Methods: Drawing on publically available suicide notes and narratives in Turkish media outlets, we analyze 17 suicide notes and responses from their institutions of work and friends, family, and colleagues. Findings and Discussion: We identify two mechanisms that lead to institutional suicides: (1) dehumanization due to lack of recognition and (2) misrecognition through a devaluation of potential. We extend the theory of anomie to institutional settings and offer social policy suggestions to improve institutional responses based on co-design based on suicide notes to prevent institutional suicides and call for institutional responsibilization for preventing work-related suicides.

Beyond the three monkeys of workforce diversity: Who hears, sees, and speaks up?

The purpose of this study was to explain differences between employees who feel a sense of belonging and those who feel a sense of otherness in terms of their opinions about diversity works in their organizations. We conducted an empirical study to examine the perceptual differences between two independent groups of the study "who feel a sense of belonging" and "who feel a sense of otherness." We collected data from 792 employees working for organizations in different sizes, industries, and capital structures, which enriched the representativeness of the sample. The findings show that out-group members remain less satisfied with diversity works in their organizations based on four main issues such as "competence of diversity actors," "embeddedness of diversity works in organizational policies/practices," "diversity awareness in the HRM functions," and "diversity-related employee satisfaction." This paper makes two contributions. First, it contributes to the extant literature an understanding of the differences between those who remain indifferent to diversity works and those who care to see, speak, and hear about them. Second, with a few exceptions, extant studies on diversity works have been dominated by Western-centered research. Research is needed on countries with different macro-contextual conditions, such as different legal regulations, socio-political status, and history. For this study, survey data were collected from people who work in Turkey, a country which has limited legal measures and underdeveloped discourses for equality, diversity, and inclusion. The paper provides significant insights into leading diversity works in national settings with less developed supportive mechanisms for diversity.

The hidden side of migration: Understanding sexuality as an aspiration to migrate.

Sexuality is an understated yet increasingly important motive for migration. Motivation to migrate is often viewed from a polarized lens, either as the pursuit of economic security or as a desire to access to human rights, on which social policy on migration has been predicated. We introduce the notion of the toxic triangle to account for contexts that prove hostile to freedom of sexuality and trigger individuals to migrate. Drawing on insights from 25 interviews, we demonstrate how sexuality remains a silent yet significant contributor to individuals' decisions to migrate from an adversarial context. We illustrate how the participants fall into four archetypes of dreamers, climbers, escapists, and seekers, based on their endowments and experiences of sexuality and gender identity as salient sources of their motivation to migrate. Focusing on the hidden side of Turkish migration to the UK offers insights into how the pursuit of freedom of sexuality in terms of safety and security shapes motivations and experiences of migration across two cultures.

Moral entrepreneurship, the power-knowledge nexus, and the Cochrane "crisis".

BACKGROUND: In 2018, a so-called crisis developed in the international network of systematic reviewers known as Cochrane. It was widely depicted in terms of two competing narratives-"bad behaviour" by one member of Cochrane's Governing Board and scientific and moral decline within Cochrane. OBJECTIVE: Our goal was to distil insights on the structural issues underpinning the crisis, without taking a definitive position on the accuracy of either narrative. APPROACH AND DATASET: In this paper, we draw on (among other theories) Becker's notion of moral entrepreneurship and Foucault's conceptualisation of power to analyse the claims and counterclaims made by different parties. Our dataset consisted of publicly available materials (blogs, journal articles, newspaper articles) to end 2018, notably those relating to the expulsion of one Governing Board member. MAIN FINDINGS: Both narratives include strong moral claims about the science of systematic review and the governance of scientific organizations. The expelled individual and his supporters defined good systematic reviews in terms of a particular kind of methodological rigour and elimination of bias, and good governance largely in terms of measures to achieve independence from industry influence. Most of Cochrane's Governing Board and their sympathizers evaluated systematic reviews according to a broader range of criteria, incorporating factors such as attention to relationships among reviewers and reflexivity and dialogue around scientific and other judgements. They viewed governance partly in terms of accountability to an external advisory group. Power-knowledge alignments in Cochrane have emerged from, and contributed to, a particular system of meaning which is now undergoing evolution and challenge. CONCLUSION: Polarizing Cochrane's "crisis" into two narratives, only one of which is true, is less fruitful than viewing it in terms of a duality consisting of tensions between the two positions, each of which has some validity. Having framed the conflict as primarily philosophical and political rather than methodological and procedural, we suggest how Cochrane and its supporters and critics might harness their tensions productively.

Understanding the interplay of time, gender and professionalism in hospital medicine in the UK.

Regulation of time, management of gender equality and discourses of professionalism are often studied in isolation from one another in the context of hospital medicine. Drawing on qualitative analysis of 20 interviews with senior National Health Service (NHS) hospital doctors in Wales, UK, we demonstrate the complex interplay between professionalism and regulation of time and gender in hospital medicine. We examine the connectivity of gender and time in norms about professional behaviour in hospital medicine and demonstrate how a certain discourse of professionalism is used in turn to retain and reproduce a temporally regulated gender order at work. Based on our findings, and congruent with the spirit of modernisation of management of human resources in healthcare, we offer new directions for gender equality, regulation of time and development of professionalism in hospital medicine.