- 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
Workplace discrimination, though often not as overt as in times past, remains prevalent across organizations. Aptly labeled modern discrimination, discriminatory treatment today is often characterized by subtle and covert behaviors that can skirt below laws and organizational policies. This chapter reviews literature on modern discrimination and its related constructs (e.g., interpersonal discrimination, aversive racism, everyday discrimination, selective incivility). It highlights similarities and differences between modern discrimination constructs that researchers should consider when selecting a discrimination construct for study. It also provides a model of targets’ meaning-making (e.g., appraisals, emotions, attributions, social identity comparisons) of modern discrimination, proposing mechanisms through which this lower-intensity mistreatment causes harm. Finally, it outlines gaps and opportunities for future research within the modern discrimination literature, including attention to other stigmatized identities, intersectional perspectives, convergence and divergence between constructs, and strategies for reducing modern discrimination.
Keywords: modern discrimination, interpersonal discrimination, workplace incivility, aversive racism, everyday discrimination, gender harassment, workplace mistreatment, appraisal, attribution, emotion
Lisa A. Marchiondo Anderson School of Management University of New Mexico Albuquerque, NM, USA
Shan Ran Department of Psychology Mercer University Macon, GA
Lilia M. Cortina Departments of Psychology, Women’s Studies, and Management & Organizations University of Michigan Ann Arbor, MI, USA
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