Introduction Nearly two-thirds of employees reported being ostracized at work (Fox & Stallworth, 2005; O’Reilly, Robinson, Berdahl, & Banki, 2014) However, the targets may vary based on context. Women in academia – compared to men - perceive the climate as more “chilly” or exclusionary (Maranto & Griffin, 2011) Women also report more social and intellectual exclusion at academic conferences compared to men (Settles & O’Connor, 2014) Ostracism is associated with increases in intentions to leave job (Ferris et al., 2008) Job satisfaction and engagement are also negatively correlated with ostracism (Ferris et al., 2008; Leung et al., 2011) H1: Women in STEM will show greater risk of ostracism than men H2: Ostracism will reduce the effects of diversity/retention initiatives on intentions to leave Presented at the SPSP 2015 Annual Conference, Long Beach, CA Among STEM faculty, women, compared to men, were significantly more likely to feel that they had been ostracized at work Individuals who reported high levels of ostracism did not vary in intentions to leave, despite high perceived coworker support or inclusive climate Individuals who reported low levels of ostracism were less likely to leave if coworker support or inclusive climate was viewed positively In sum, individual experiences of being ignored and excluded can undermine organizational efforts to retain targeted faculty These experiences, which are more common for women, may lead to desires to find another organization to work in or leave the field altogether Results Method Discussion Participants: 531 STEM faculty members at a large research university 24.9% female, 75.1% male Measures Ostracism Experiences (6 items) “During the past year, have you been in a situation in your department/unit where a colleague ignored you during conversation?” Coworker support (6 items, α=.92) “My colleagues really care about my well-being” Inclusive Climate (5 items, α=.88) “We have made an effort to recruit women faculty” Turnover (3 items, α=.87) “I often think about quitting this job” Turnover - academia (3 items, α=.88) “I will probably look for a new job outside of academia during the next year” Reported Ostracism by Gender * X 2 (1, N = 243) = 9.37, p =.001 * * Effects of Coworker Support and Ostracism on Intentions to Leave Current Job Effects of Inclusive Climate and Ostracism on Intentions to Leave Academia Results Interaction: F(4,204) = 7.56, p =.01, ΔR 2 =.03 Interaction: F(4,204) = 6.72, p =.01, ΔR 2 =.03 References Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology, 93, Fox, S., & Stallworth, L. E. (2005). Racial/ethnic bullying: Exploring links between bullying and racism in the US workplace. Journal of Vocational Behavior, 66, Leung, A. S. M., Wu, L. Z., Chen, Y. Y., & Young, M. N. (2011). The impact of workplace ostracism in service organizations. International Journal of Hospitality Management, 30, Maranto, C.L. & Griffin, A.E.C. (2011). The antecedents of a ‘chilly climate’ for women faculty in higher education. Human Relations, 64, O’Reilly, J., Robinson, S.L., Berdahl, J.L., & Banki, S. (2014). Is negative attention better than no attention? The comparative effects of ostracism and harassment at work. Organizational Science, advance online publication. Zimmerman, C.A., Carter-Sowell, A.R., & Xu, X. (under review). Examining group-level workplace ostracism: How representation and coworker support affect negative outcomes.