- 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
To date, most research on workplace discrimination has focused on the targets of discrimination, but there is a growing body of literature examining the impact of discrimination from the perpetrators’ perspective. Because of social and legal pressures, perpetrators not only tend to deny accusations of discrimination but also are apt to avoid interacting with stigmatized individuals. Perpetrators’ initial responses to being confronted about discrimination often include negative affective and cognitive reactions, which depend on who confronts them and how accusations are framed. Research has also shown that perpetrators of discrimination also suffer from a depletion of cognitive resources and memory when interacting with stigmatized individuals, because of the efforts made to not appear biased in interactions. Lastly, perpetrators often wish to be perceived as nonprejudiced, so they are motivated to mitigate the discomfort of discrimination through denial.
Juan M. Madera Conrad N. Hilton College of Hotel and Restaurant Management University of Houston Houston, TX, USA
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