- 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
This chapter adopts an individual-level approach to reducing workplace discrimination with a focus on the actions of its targets. We consider the intersection of two dimensions of stigmatized attributes—their visibility and perceived controllability—as factors that directly influence the likely effectiveness of a range of remediation strategies. Through this lens and the evidence we synthesize, we build enhanced understanding of why there is a variance in the effectiveness of coping strategies and insight into what, when, and why certain strategies might be most effective. Finally, we articulate that the influence of stigma visibility and perceived controllability—and the remediation strategies that are likely to be most effective—should be considered in light of the stigma’s fluid course.
Mikki Hebl Department of Psychology Rice University Houston, TX, USA
Carlos Moreno Department of Psychology Rice University Houston, TX, USA
Eden B. King, Department of Psychology, Rice University, Houston, TX, USA
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