Page 21 - Discrimination at Work The Psychological and Organizational Bases

CONTRIBUTORS
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Belle Rose Ragins is a professor of management at the University of
Wisconsin—Milwaukee and the research director of the UWM Institute for
Diversity Education and Leadership (IDEAL). Her current research exam­
ines the development of mentoring relationships and explores how gender
and diversity affect mentoring. She has also researched the glass ceiling,
sexual harassment, diversity, and sexual orientation in organizations. She
has written more than 70 papers for presentation at national and interna­
tional conferences and for publication in leading academic journals. She
is co-author of the book Mentoring and Diversity: An International Perspec­
tive. She has received eight national awards for her research, including the
Sage Life-Time Achievement Award for scholarly contributions to man­
agement, the American Society for Training and Development Research
Award, the American Psychological Association Placek Award, and five
best paper awards from the National Academy of Management. She has
or is currently serving on the editorial review boards of the Academy of
Management Journal, the Journal of Applied Psychology, Personnel Psychology,
Group & Organization Management, and the Journal of Vocational Behavior. She
was awarded the first Visiting Research Fellowship position at Catalyst, a
national non-for-profit research and advisory organization working to ad­
vance women in business and the professions. She was a research advisor
for 9-to-5, the National Association of Working Women. In 2004, she won
the Mentoring Legacy award at the Academy of Management meeting.
Jana L. Raver is an assistant professor in organizational behavior at
Queen's School of Business, Queen's University. Her research involves
workplace diversity, interpersonal treatment and counterproductive work
behaviors, and examining the cross-cultural generalizability of organiza­
tional theories. Her research in this area has also examined sexual harass­
ment as a counterproductive behavior with negative implications for team-
level interpersonal processes and financial outcomes. Within the domain
of workplace diversity, her work has included an examination of employ­
ees' attributions regarding discrimination and how these relate to justice
perceptions, organizational climate for diversity, organizational-level an­
tecedents to discrimination, and the role of gender and relational self-
construals in negotiations. Her paper (with Michele Gelfand) "Linking
Sexual Harassment, Team Processes and Team Performance" was winner
of the Dorothy Harlow Best Paper Award in the Gender and Diversity
division of the Academy of Management 2003.

Christine M. Riordan, associate professor of management, received her
undergraduate degree in engineering from Georgia Institute of Technol­
ogy and her MBA and her PhD in management from Georgia State Univer­
sity. Prior to obtaining her PhD, she was employed as a human resource
management specialist at Southern Company Services and as an account