- 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
Compared with women and racial/ethnic minorities, immigrants arguably have received less attention from organizational scholars of workplace diversity. Given increased rates of immigration worldwide and increasing societal scrutiny of immigration laws and policies, more research is needed to examine possible stereotyping, prejudice, and discrimination faced by immigrants in the workplace. The current chapter reviews existing research related to immigrants specifically and diversity (e.g., contact hypothesis, mixed stereotype content model) more generally. The extant literature is organized using integrated threat theory as a framework to better understand potential precursors of discrimination against immigrants, including symbolic threats (e.g., perceived threats to the culture and language of “natives), realistic threats (e.g., perceived threats to jobs, perceived usage of tax dollars, perceived crime risk), and stereotyping (e.g. the ambivalent stereotypes of immigrants depending on their country of origin). The chapter concludes with suggestions for future research in this area.
Jill C. Bradley-Geist College of Business University of Colorado-Colorado Springs Colorado Springs, CO, USA
James M. Schmidtke Department of Management California State University, Fresno Fresno, CA, USA
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