Black Women, Intersectionality, and Workplace Bullying extends and enriches the current literature on workplace bullying by examining specifically how work abuse disproportionality hurts women of color, affecting their mental health negatively and hence their career progression. In this interdisciplinary text, Hollis combines the fields of intersectionality and workplace bullying to present a balanced offering of conceptual essays and empirical research studies. The chapters explore how researchers have previously used empirical studies to address race and gender before arguing that the more complex an identity or intersectional position, such as being a Black gender fluid woman, the more likely a person shall experience workplace bullying. The author also looks at how this affects Black women’s mental health, such as through increased anxiety, depression, insomnia, and self-medicating behaviors, before looking specifically at Black female athletes as a study, the topic of colorism at work and its impact on Black women, and how workplace bullying compromises organizations diversity and inclusion initiatives. This book will be of immense interest to graduate students and academics in the fields of social work, ethnic studies, Black studies, Africana studies, gender studies, political science, sociology, psychology, and social justice. It will also be of interest to those interested in intersectionality and how this relates to race and gender of women.

Rooted in the ways Black women understand their lives, this collection archives practices of healing, mothering, and advocacy during the COVID-19 pandemic. Recognizing that Black women have been living in pandemics as far back as colonialism and enslavement, this volume acknowledges that records of the past—from the 1918 flu pandemic to the onset of the HIV/AIDS epidemic—often erase the existence and experiences of Black women as a whole. Writing against this archival erasure, this collection consciously recenters the real-time experiences and perspectives of care, policy concerns, grief, and joy of Black women throughout the COVID-19 pandemic. Nineteen contributors from interdisciplinary fields and diverse backgrounds explore Black feminine community, consciousness, ethics of care, spirituality, and social critique. They situate Black women’s multidimensional experiences with COVID-19 and other violences that affect their lives. The stories they tell are connected and interwoven, bound together by anti-Black gendered COVID necropolitics and commitments to creating new spaces for breathing, healing, and wellness. Ultimately, this time-warping analysis shows how Black women imagine a more just society, rapidly adapt to changing experiences, and innovate ethics of care even in the midst of physical distancing, which can be instructive for thinking of new ways of living both during and beyond the era of COVID-19. Contributors Shamara Wyllie Alhassan Sharnnia Artis Keisha L. Bentley-Edwards Candace S. Brown Jenny Douglas Kaja Dunn Onisha Etkins Rhonda M. Gonzales Endia Hayes Ashley E. Hollingshead Kendra Jason Julia S. Jordan-Zachery Stacie LeSure Janaka B. Lewis Michelle Meggs Nitya Mehrotra Sherine Andreine Powerful Marjorie Shavers Breauna Marie Spencer Tehia Starker Glass Amber Walker

While there has been an increase of Black women faculty in higher education institutions, the academy writ large continues to exploit, discriminate, and uphold institutionalized gendered racism through its policies and practices. Black women have navigated, negotiated, and learned how to thrive from their respective standpoints and epistemologies, traversing the academy in ways that counter typical narratives of success and advancement. This edited volume bridges together foundational and contemporary intergenerational, interdisciplinary voices to elucidate Black feminist epistemologies and praxis. Chapter authors highlight relevant research, methodologies, and theoretical or conceptual frameworks; share experiences as doctoral students, current faculty, and academic administrators; and offer lessons learned and strategies to influence systemic and institutional change for and with Black women.

This book offers eight validated instruments on workplace bullying to support robust mixed methods approaches for social justice research. Workplace bullying is an excellent starting point from which scholars can consider social justice research. The data shows that marginalized and disenfranchised groups (minoritized groups, women, junior faculty, and the LGBTQ+ community) are disproportionately affected. The outcomes included career interruption and severe health disparities. Though there is a demand for workplace bullying instruments, the book also lays a foundation for creating surveys to address these populations more effectively.

This analytical volume uses qualitative data, quantitative data, and direct employee experiences to aid understanding of why workplace bullying occurs in universities throughout the US. To address higher education workplace bullying, this text offers data-driven interventions for human resource staff and departments to effectively tackle this destructive phenomenon. Drawing on Hollis’ first-hand research which is supported by findings from a 2019 Human Resources data collection, this text identifies populations which are most vulnerable to discrimination within academia. The data shows how human resource departments, executive leadership, and faculty might proactively intervene to prevent workplace bullying. Divided into two parts, the book offers empirical analysis of structural interventions for human resource efforts to combat workplace bullying in higher education. Second, the book puts forth solutions based on empirical findings for organizations and human resources to combat workplace aggression and civility which hurts higher education. Further, the author examines the specific effect of workplace harassment and cyberbullying on women of color, junior faculty, women, and the LGBTQ community. This text will benefit researchers, doctoral students, and conducting higher education research. Additionally, the book focusses on structural issues which interfere with multicultural education more broadly. Those interested in Human Resource Management, the sociology of education, and gender and sexuality studies and will also enjoy this volume.

Workplace conflict is inevitable when leaders and employees with diverse backgrounds have different work styles, which are often acquired from previous experiences. In an organization, they are brought together for a shared business purpose, to accomplish the vision and mission of the firm. Turnover, wasted time, loss of reputation, decreased productivity, and lower profitability are just some of the costs associated with unmanaged or mismanaged conflicts. Although many people believe that conflict is either something to be avoided or something to fight to win, when managed appropriately, conflicts can be the lifeblood of an organization. Conflict can be the impetus that sparks creativity and innovation and leads to positive organizational policy and culture changes. Part of the problem is that most people have not been taught how to productively manage conflicts, and when they do what they have always done they are getting the same negative results. Conflict management is an ever-evolving area in organizational affairs. Organizations are microcosms of society, and as society evolves and changes, leaders will benefit from understanding typical root causes of conflicts (both interpersonal and organizational), appropriate methods for managing conflicts, and unique concepts that contribute to conflict situations. There has been a need for a handbook that offers a practical guide to conflict management and supports these concepts with scholarly research. Not only will this handbook offer a scholar/practitioner insights into the fundamentals of conflict management, such as communication, diversity, and conflict styles, it will also delve into topics that have been given less attention, such as ethnos religious, sexual preferences, generational differences, and workplace bullying. Additionally, this handbook will provide organizational leaders with various techniques for resolving conflicts appropriately and ways to design a system that reduces the costs of unmanaged and unproductive conflicts. The goal of this handbook is to offer organizational leaders and employees a deeper understanding of what causes conflicts and provide them with solutions for turning unproductive conflicts into positive opportunities for growth.