Microaggressions and Chilly Climate: An Empirical Study of Gender‑Specific Perceptions and Organizational Intervention Possibilities
| dc.contributor.author | Falk, Antonia | |
| dc.contributor.author | Schmidt, Nicole | |
| dc.contributor.author | Schneider, Jessica | |
| dc.contributor.editor | Kresa, Zdeněk | |
| dc.date.accessioned | 2026-01-22T08:53:49Z | |
| dc.date.available | 2026-01-22T08:53:49Z | |
| dc.date.issued | 2025 | |
| dc.description.abstract-translated | Despite ongoing efforts toward equality and diversity, microaggressions and chilly climates continue to undermine inclusion in the workplace, particularly affecting women’s well-being and job satisfaction. This study empirically examines the extent to which the experience of microaggressions influences the perception of a chilly climate for women in the workplace and how this perception differs between women and men. As part of a mixed-methods approach, quantitative data were collected through an online survey of adults with at least three months of professional experience (n = 101; 70,3% women, 28,7% men, 1% non-binary). To capture subtle discriminatory experiences, the validated MIMI-16 scale and the PCCS were utilized as the basis for the quantitative questionnaire with certain tems adapted to fit the study’s context. In addition, three expert interviews were conducted with specialists in gender equality and diversity, mainly from the academic sector, to provide contextual depth and practical perspectives complementing the quantitative results. The results indicate a strong link between microaggressions and chilly climate, with women experiencing these phenomena more frequently and intensely than men. Moreover, men tend to underestimate subtle gender-specific disadvantages, often due to their lower personal involvement. Furthermore, the qualitative interviews emphasize the structural nature of microaggressions, highlighting their embedding in organizational cultures and the challenge of addressing their often invisible character. To effectively address discrimination and exclusion, targeted measures at structural, individual, and cultural levels are required, including binding anti-discrimination policies, sensitivity training for leaders, and mentoring programs for marginalized groups. | en |
| dc.description.sponsorship | SVK1-2025-002 XB-CON | en |
| dc.format | 18 s. | cs |
| dc.format.mimetype | application/pdf | |
| dc.identifier.doi | https://doi.org/10.24132/ZCU.XB-CON.2025.238-255 | |
| dc.identifier.isbn | 978-80-261-1341-6 (print) | |
| dc.identifier.isbn | 978-80-261-1342-3 (online) | |
| dc.identifier.uri | http://hdl.handle.net/11025/64507 | |
| dc.language.iso | en | en |
| dc.publisher | University of West Bohemia in Pilsen | en |
| dc.rights | © University of West Bohemia in Pilsen | en |
| dc.rights.access | openAccess | en |
| dc.subject | chladné klima | cs |
| dc.subject | genderové rozdíly | cs |
| dc.subject | genderová nerovnost | cs |
| dc.subject | mikroagrese | cs |
| dc.subject | diskriminace na pracovišti | cs |
| dc.subject.translated | chilly climate | en |
| dc.subject.translated | gender differences | en |
| dc.subject.translated | gender inequality | en |
| dc.subject.translated | microaggressions | en |
| dc.subject.translated | work- place discrimination | en |
| dc.title | Microaggressions and Chilly Climate: An Empirical Study of Gender‑Specific Perceptions and Organizational Intervention Possibilities | en |
| dc.type | konferenční příspěvek | cs |
| dc.type | conferenceObject | en |
| dc.type.status | Peer reviewed | en |
| dc.type.version | publishedVersion | en |
| local.files.count | 2 | * |
| local.files.size | 5256191 | * |
| local.has.files | yes | * |
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