- Oxford Library of Psychology
- The Oxford Handbook of Workplace Discrimination
- About the Editors
- Subtle Discrimination in the Workplace: Individual-Level Factors and Processes
- Group-Based Experiences of Discrimination: Moving Beyond Cognitive Theories
- Organizations, Employment Discrimination, and Inequality
- Employment Discrimination as Unethical Behavior
- Gender Discrimination in the Workplace
- Racial Discrimination in Organizations
- Persons With (dis)Abilities
- Age Discrimination at Work: A Review of the Research and Recommendations for the Future
- Religious Group Discrimination
- Immigrants in the Workplace: Stereotyping and Discrimination
- LGBT Workers
- Family Responsibilities and Career Outcomes: Discriminatory and Nondiscriminatory Explanations
- Modern Discrimination
- Discrimination in Employment Settings
- A Primer on Equal Employment Opportunity Law and Contemporary Enforcement
- Legal Consciousness, Mobilization, and Discrimination Disputes at Work
- International Perspective
- Measuring and Defining Discrimination
- Individual Outcomes of Discrimination in Workplaces
- Impact on Perpetrators
- Impact on Organizations
- A Stigma Lens for Considering What Targets Can Do
- What Can Allies Do?
- Organizational Remedies for Discrimination
- How Much Has America Changed in 50 Years?: An Organizational Psychologist’s Take on Social Justice Progress Since the Civil Rights Act of 1964
- Can Scholarly Works on Discrimination Make a Practical Difference?
- Moving Forward from Inequality and Discrimination: Historical Global Perspectives
- Looking Forward: What Lies Ahead in Employment Discrimination Research?
- In Conclusion: Workplace Discrimination in Context
Abstract and Keywords
Many questions remain unanswered within research on employment discrimination. This chapter focuses on three broad topics that seem especially important for future inquiry: (1) theories of intersectionality and double jeopardy that can complicate our understanding of employment discrimination but also bring greater ecological validity to this field of study; (2) contested categories and identities appearing in recently enacted laws, particularly around health, genetics, family responsibility, and lifestyle discrimination; and (3) expanded understanding of the “life cycle” of employment disputes beyond that addressed by the law, including attention to life before, during, and after perceived discrimination. More broadly, this chapter also highlights (4) newer, interdisciplinary fields that offer boundary-spanning vantage points, promising to move discrimination research in new directions; such fields include feminist studies, sociolegal studies, disability studies, queer studies, and critical race studies.
Lilia M. Cortina Departments of Psychology, Women’s Studies, and Management & Organizations University of Michigan Ann Arbor, MI, USA
Anna Kirkland Department of Women’s Studies University of Michigan Ann Arbor, MI, USA
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