AATP Journals

Introduction to the special issue: Beyond the generic brown: South Asian and Arab people in the workplace. This article serves as an introduction for the special issue of Consulting Psychology Journal focusing on “Beyond the Generic Brown: South Asian and Arab People in the Workplace.” This section is part of a larger series of ongoing articles assessing diversity, equity, and inclusion within the field of consulting psychology. Additionally, research and consulting gaps are noted and addressed, with recommendations and a call for consultants and coaches. (PsycInfo Database Record (c) 2025 APA, all rights reserved)
View Mon, 31 Mar 2025 00:00:00 GMT

Arab/Middle Eastern North African (MENA) women’s experiences of infantilization, burnout, and job satisfaction in the workplace. Arab/Middle Eastern North African (AMENA) women face mistreatment in professional spaces; however, research is limited. We argue that gender harassment exacerbates experiences of burnout in the workplace, negatively influencing job satisfaction. In addition, we argue that AMENA women’s experiences of gender harassment likely function as an additional job demand, heightening the influence of burnout on job satisfaction. Data were collected from 128 AMENA women on gender harassment, exhaustion, and satisfaction with pay, promotion, and supervision. Muslim AMENA women reported less supervisor satisfaction compared with Christian and nonreligious AMENA women. We also found that infantilization was the key type of gender harassment that predicted job satisfaction. Last, infantilization moderated the relationship between exhaustion and satisfaction with pay. When exhaustion was high, AMENA women experiencing high levels of infantilization were less satisfied with pay than AMENA women experiencing less infantilization. Both exhaustion and infantilization were directly related to less satisfaction with promotion and supervision for AMENA women. Implications are discussed for human resources professionals and consultants. (PsycInfo Database Record (c) 2025 APA, all rights reserved)
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Wearing our jhumkas and sarees to work: A qualitative exploration of South Asian American women’s ethnic–racial identity at work. The purpose of the present study is to understand how South Asian American women bring their ethnic–racial identity (ERI) to work, in what ways do organizations currently acknowledge South Asian ERIs, and what can organizations do to better support South Asian American women’s ERI development. This study utilized qualitative research methods in the form of an open-ended survey to gather insights from South Asian American women. Thirty-eight women responded to the survey and shared experiences of their ERI at work. Results revealed that South Asian American women would like their organizations (i.e., workplaces) to acknowledge their ERI by being inclusive of cultural holidays and encouraging them to share their culture, which may be key factors of their retention. Leaders, consultants, executive coaches, and other organizational practitioners can utilize the findings to foster a more inclusive and diverse workplace that supports South Asian American women’s ERI development and career progression. (PsycInfo Database Record (c) 2025 APA, all rights reserved)
View Mon, 31 Mar 2025 00:00:00 GMT

“How much of myself do I have to erase to be Canadian?” South Asians and Arabs in the workplace. Building effective and inclusive workplaces in Canada requires addressing the intersectionality of identity in the workplace, including consideration toward how racism impacts experiences in that context. This article examines how racism, especially toward Arabs and South Asians, influences their experiences in the workplace and the ways the workplaces can strive to be more inclusive. The study utilized a qualitative framework to conduct semistructured interviews and a survey. Groups approached included South Asians, Arabs, and others, as we wanted to understand how others perceive South Asians and Arabs in the workplace and can support inclusion. Data analysis entailed a thematic analysis that incorporated a literature review to develop a theoretical framework around three central themes: intersectionality, othering, and internalized racism. These themes were further refined as participants described additional understudied aspects of identity that influence workplace experience: status in Canada, parenthood, cultural background, and language. Experiences of othering, both internalized and external, were also identified as contributing toward a welcoming versus unwelcoming workplace. The findings indicate that there is ongoing racism, discrimination, and marginalization at Canadian workplaces toward people identifying as South Asian and Arab but also broadly toward people who identify as Black, Indigenous, and people of color, compounded for those who are women or parents or both. However, the findings also contribute valuable insights into ways to intentionally create workplaces for people to express and share their identities and be supported in addressing the challenges these identities create. (PsycInfo Database Record (c) 2025 APA, all rights reserved)
View Mon, 31 Mar 2025 00:00:00 GMT

Arabs and Muslims in the workplace: Media’s conflation with terrorism and ramifications in workplace culture. Information disseminated about particular groups feeds stereotypes and attitudes, which in turn feed prejudice and discrimination. There is a history of conflating Arabs and Muslims with terrorism, incited and perpetuated through media rhetoric, Hollywood, and political speeches, which has normalized racism and xenophobia against these groups. The impact of the media and the resulting sociopolitical environment toward Arabs and Muslims has culminated in discriminatory hiring practices, overrepresentation in unemployment, and perceptions of Arabs and Muslims as lacking warmth and work-related competencies and has had negative ramifications on the well-being and job satisfaction of Arabs and Muslims. According to the Equal Employment Opportunity Commission, the number of religion-based employment discrimination claims has dramatically increased across all states of employment over the past two decades. The Equal Employment Opportunity Commission also noted a rise in claims made by Arabs specifically and a 250% increase in claims for those perceived to be Muslim, Sikh, Arab, Middle Eastern, or South Asian. Systemic racism hurts everyone; human development and societal health are hampered by a lack of knowledge and exposure to marginalized groups. To enhance societal and organizational health, it is essential to create inclusive environments that directly name and challenge the stereotypes and barriers faced by Arabs and Muslims by facilitating generative interactions and enacting policies to counteract discriminatory hiring and promotion practices. (PsycInfo Database Record (c) 2025 APA, all rights reserved)
View Mon, 31 Mar 2025 00:00:00 GMT

How can coaches choose their approach and their interventions based on the evidence we now have? The purpose of this contribution was the translation of recent research evidence regarding factors contributing to effectiveness in the helping professions in general, and in coaching outcome studies in particular, to the practice of workplace and executive coaching. It is shown that rigorous statistical results from effectiveness studies can be translated to benefit training, coach development, and supervision of coaches and help professional coaches to bring out and hone competencies and skills that are demonstrably informed by the evidence base in coaching. For this purpose, the main outcome studies and meta-analyses in the helping professions are first summarized in general terms, including the evidence for general effectiveness, the evidence for the importance of common factors in producing that effectiveness, and some clear indications that factors stemming from technique and approach do not reach statistical significance, that is, that all professional approaches work. Moreover, we review good indications in outcome research for the differential use of particular approaches for dedicated purposes, as well as some evidence for a demonstrable added value of the participation of the coachee in the choice and application of interventions. Plausible conclusions are drawn from these findings, such as the importance for coaches to be aware of (a) their own preferences within models and approaches, (b) strengthening of common factors in their own effectiveness, and (c) allowing the coaching contract to determine the nature of the interventions offered. A new model of coaching contracts is offered, based on the presenting anxieties of the coachee. (PsycInfo Database Record (c) 2025 APA, all rights reserved)
View Mon, 30 Dec 2024 00:00:00 GMT