- 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 examines the extent to which social justice in America has progressed since the Civil Rights Act of 1964 from an organizational psychology perspective. In particular, it evaluates the Civil Rights Act of 1964 in relation to the progress Blacks have and have not made in the last five decades. It first considers the progress brought by the civil rights movement and the Civil Rights Act of 1964 based on attitudinal data and employment statistics. It then reviews the literature on organizational psychology and social justice, suggesting that America has achieved much when it comes to social justice but still has a long way to go. It proposes what an organizational psychologist’s social justice research agenda should look like, with emphasis on the need to more fully recognize the roles played by stereotypes and prejudices in employment discrimination. The article concludes with a few personal observations from the author.
Arthur P. Brief David Eccles School of Business The University of Utah Salt Lake City, UT, USA
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