(p. 449)
Index
A
ability(ies)
international perspective on workplace diversity related to, 283–284
abominations of the bodies
accent
as factor in in-group identification in ITT, 164–165
acceptance
social
discrimination as threat to, 315
accommodations
work–family
as remedy for bias in performance management, 398,
400t
acknowledgement
of uncontrollable and visible stigmas
in reducing workplace discrimination, 361–363,
361f
ADA Amendments Act (ADAAA), 119,
259
advancement
workplace discrimination impact on, 342–343
affirmative action mandates
in establishing legal compliance, 51
African Americans (Blacks)
as targets of race discrimination, 95–96
age
international perspective on workplace diversity related to, 284–285
age discrimination at workplace, 129–141
delineating worker age categories, 131–132
factors precipitating, 134
implicit stereotypes effects on, 137–138
interpersonal mistreatment–related, 133–134
intervention research related to, 138
multiple category issues, 136
performance appraisal–related, 133
reemployment-related, 133
relevant age categories, 137
stereotypes of workers of different ages, 131–132
theoretical approaches to workplace age stereotypes, 130–131
against younger workers, 138
Alaskan Natives
as targets of race discrimination, 97
Albemarle Paper Company v. Moody, 257
allies
in confronting others’ biases, 377–381
as discrepancy-prone, 375
in reducing employment discrimination, 373–386
in reducing prejudices, 374
in supporting targets of discrimination, 381–382
altruistic citizenship behavior
in prescriptive gender stereotypes, 80
ambient discrimination, 34–35
ambiguity
clarity of evaluative criteria–related, 77
evaluative structure–related, 78
legal
religious rights of employees and, 148
as moderator of descriptive bias, 77–78
quantity and quality of information–related, 77
source of performance–related, 78
American Community Survey, 114
American Indians/Alaskan Natives
as targets of race discrimination, 97
American Religious Identification Survey (ARIS), 143,
151
antidiscrimination legislation
in mitigating discriminatory behavior, 178f,
180–181
appraisal(s)
performance
age stereotypes effects on, 133
racial discrimination in, 100
assessment(s)
group differences in scores on
workplace discrimination related to, 242–244
assessment center ratings
workplace discrimination related to, 243
Atheists
evaluated negatively, 151
attention
stereotype-based expectations resulting in, 75
attitude(s)
gender identity–related, 177
sexual orientation–related, 177
attributional ambiguity theories
in predicting individual outcomes of workplace discrimination, 316
attributional errors
group-based
in group-based discrimination, 26–27
attribution process
cognitive biases during, 229
audit(s)
internal
as remedy for bias in selection, 390,
400t
job content
as remedy for bias in career development, 393,
400t
aversive racism, 12
effect on quality of interracial interactions, 219–220
B
Bandura’s social cognitive theory, 62
behavior(s)
altruistic citizenship, 80
discriminatory
antidiscrimination legislation in mitigating, 178f,
180–181
beneficial vs. detrimental, 8
expectation-consistent, 75–76
stereotypical female
in prescriptive gender stereotype, 80–81
behavioral constructs
workplace discrimination–related, 300–301
behavior from intergroup affect and stereotypes (BIAS) map, 130
belief(s)
status
stereotypes related to, 44–45
belonging
discrimination as threat to, 315
benevolent sexism, 222,
309
(self-)-objectification and, 309
bias(es)
in career development, 392
cognitive
during attribution process, 229
employment discrimination and inequality in organizations related to, 43–45
group-based
ideology in masking, 30–31
implicit
modern discrimination driven by, 218
in-group
employment discrimination and inequality in organizations related to, 45–46
institutional
workplace discrimination and, 373
second-generation
in shaping organizational processes, 388–397
in terms of employment, 391
organizational remedies for, 391,
400t
Biwako Millennium Framework, 121
“Black lesbian woman”
cultural meaning associated with, 290
Blacks (African Americans)
as targets of race discrimination, 95–96
blatant discrimination, 8
subtle discrimination vs., 299,
300t
Bloomberg Bureau of National Affairs (BNA)
Employment Discrimination Verdicts and Settlements database of, 268
bottom-up pressure for inclusion
intraorganizational pressures related to, 50–51
Bureau of Labor Standards
on wage discriminations, 239
Burlington Northern and Santa Fe (BNSF) Railway Co. v. White, 261
Business Source Complete database, 320
Business Source Premier, 112
bystander harassment, 34–35
C
Canada
persons with (dis)abilities in
workplace discrimination faced by, 119–120
caste
international perspective on workplace diversity related to, 288
(p. 451)
categorization processes
stereotyping resulting from, 316
Caucasians
as targets of race discrimination, 97–98
Census Bureau, 412
on race discrimination, 95–98
Center for Human Rights and Global Justice
at New York University’s School of Law, 288
chief executive officers (CEOs)
female
discrimination against, 33
China
persons with (dis)abilities in
workplace discrimination faced by, 122–123
China Association for the Blind and Deaf, 122
China Disabled Persons’ Federation (CDPF), 122
China Welfare Fund for the Handicapped, 122
chronic illness (dis)abilities
workplace discrimination against persons with, 116–117
citizenship behaviors
altruistic
in prescriptive gender stereotypes, 80
Civility, Respect, and Engagement in the Workplace (CREW), 221
Civil Rights Act of 1964, 1,
3,
62,
93–94,
180,
265,
268,
340,
345,
421,
425
on discrimination against Nones, 151
organizations founded prior to
Title VII of, 25,
143,
185,
253,
254,
265,
266,
315–316,
330
Executive Order (EO) 11246 after, 254,
255t
vague in establishing legal compliance mandates, 51
coaching
subtle discrimination related to, 16
codes of conduct
in employment discrimination management, 65
cognitive ability tests
in employment selection, 94
cognitive bias(es)
during attribution process, 229
employment discrimination and inequality in organizations related to, 43–45
cognitive moral development
employment discrimination and, 63–64
collaboration
in prescriptive gender stereotypes, 81
Comisión Mexicana de Defensa y Promoción de los Derechos Humanos, 283–284
competence
as factor in stereotypes, 10
perceived
in linking family responsibilities to career outcomes, 198f,
200–201,
209
in understanding basis of stereotypes in age discrimination at workplace, 130
concealing strategy
of controllable and invisible stigmas
in reducing workplace discrimination, 366–367
conduct
codes of
in employment discrimination management, 65
conflict(s)
intergroup
social categorization and, 27–28
intragroup
social categorization and, 28
confrontation
of uncontrollable and visible stigmas
in reducing workplace discrimination, 361f,
363
Confronting Prejudiced Responses (CPR) model, 363
conservatism
in subtle discrimination in workplace, 18–19
construct(s)
behavioral
workplace discrimination–related, 300–301
modern discrimination–related, 218–223
contact(s)
intergroup
as remedy for bias in career development, 394,
400t
contemporary discrimination
control
cues for
over future prejudiced responses, 375
Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), 426
Convention on the Rights of Persons with Disabilities
corporate reputation
workplace discrimination impact on, 345–346
Council on Contemporary Families, 412
counterfactual test for discrimination
cues for control
over future prejudiced responses, 375
culture
as factor in in-group identification in ITT, 163–164
D
Declaration on the Full Participation and Equality of People with Disabilities in the Asia Pacific Region, 121
Defense of Marriage Act (DOMA), 178
demographic groups
tests and assessment scores of various
workplace discrimination related to, 242–244
demography
relational
in understanding basis of stereotypes in age discrimination at workplace, 130
“denial of continued discrimination,” 222
Department of Justice (DOJ)
Department of Labor (DOL)
descriptive bias
moderators of, 76–78
degree of stereotype activation, 76
gender-type of job, 76–77
descriptive gender stereotypes, 74–78
consequences of stereotype-based expectations, 75–76
moderators of descriptive bias, 76–78
theoretical perspectives on, 74–75
development
cognitive moral
and employment discrimination, 63–64
identity
group-base discrimination related to, 29
disability(ies). see also specific type and persons with (dis)abilities
obesity as
European Court of Justice on, 1
prevalence of
World Health Organization on, 118
types of
research implications related to, 118
usage, meaning, and effect of term, 112–113
workplace discrimination against persons with
psychological-related, 117
(dis)ability(ies)
international perspective on workplace diversity related to, 283–284
Disability Rights International, 283–284
disclosure of minority sexual orientation and gender identity
discreditable stigmas, 359
discrepancy-prone individuals, 375
discrimination
behavioral constructs related to, 300–301
consequences of
discrimination-type–related, 321–322
nuances and boundary conditions, 322–324
underrepresented samples, 321
contemporary theories of, 12–13
counterfactual test for
in employment discrimination management, 66–67
“denial of continued,” 222
group-based
ideology in masking, 30–31
identity and perceptions of, 34
individual-level
LGBT workers–related reduction in, 192
against individuals vs. class of potential victims, 257
inequality in organizations related to, 43–45
overt
vs. modern discrimination, 218
reducing
effective strategies for, 446
sexual orientation, 179
prohibiting in states and cities, 177
social categorization and, 28
some groups being treated more fairly than others due to, 7
stereotyping, prejudice, and, 9
as threat to social acceptance and belonging, 315
types of
relevance of coping strategy to, 323
wage
U.S. Bureau of Labor Standards on, 239
discrimination and diversity management (DDM), 423–434
discrimination confrontation
discriminatory behavior(s)
antidiscrimination legislation in mitigating, 178f,
180–181
beneficial vs. detrimental, 8
disengagement
moral
and employment discrimination, 62–63
disparate treatment, 257
racial discrimination in organizations and, 93–94
dispute(s)
employment
stretching out life cycle of, 438–439
distributive justice, 60–61
diverse inclusive workplaces
preliminary construct articulation and future directions related to, 431,
432f
diversity
diverse inclusive workplaces
preliminary construct articulation and future directions related to, 431,
432f
emerging group- and macro-level theories of, 429–431
microaggressions and covert discrimination, 429–430
gender identity
impact on employment experiences of LGBT workers, 178f,
183
managerial
intraorganizational pressures related to, 49–50
mitigating role of organizational climate for, 346–347
within national context
at regional, local, and organizational levels, 289–290
Diversity and Equal Opportunity Centre, 122
diversity management (DM) development, 424–427
diversity management practices
for perpetrators of workplace discrimination, 334–335
division of labor
organizational
employment discrimination and inequality in organizations related to, 46–47
Dolezsar, McGrath, Herzig, and Miller meta-analysis
of individual-level discrimination outcomes, 318t,
320
“Don’t Ask Don’t Tell,” 178
E
economic imperatives
for organizational support of LGBT workers, 183–184
education
executive
as remedy for bias in career development, 394–395,
400t
egalitarianism
in subtle discrimination in workplace, 19
Ellen Pao v. Kleiner Perkins, 3,
443–446
empathy
in subtle discrimination in workplace, 19
employee recruitment
workplace discrimination impact on, 341–342
employee referrals
as remedy for bias in recruitment, 389,
400t
employment discrimination. see also workplace discrimination;
specific types, e.g., age discrimination in workplace
cognitive moral development and, 63–64
counterfactual test for, 66–67
ethical individual-difference variables and, 62–64
ethical interventions in, 65–67
counterfactual test for discrimination, 66–67
fair treatment as moral imperative, 65–66
moral disengagement and, 62–63
reducing
formalization of HRM function in, 47
selection of
cognitive ability tests impact on, 94
through lens of ethical approaches, 60–62
Employment Discrimination Verdicts and Settlements database
employment disputes
stretching out life cycle of, 438–439
Employment Non-Discrimination Act (ENDA), 178
environmental pressures
in shaping inequality in modern society, 43,
51–53
competitive pressures, 53
direct and indirect pressures, 52–53
organizational uncertainty, 51–52
Equal Employment Opportunity Commission (EEOC), 25,
50–52,
93,
94,
147,
148,
239,
266–268,
275,
297,
315,
440,
444
on Filipino American hospital employees in California ability to speak English, 165
on religious discrimination, 144
2012 EEO-1 National Aggregate report,
239
equal employment opportunity (EEO) enforcement agencies
equal employment opportunity (EEO) issues
Equal Employment Opportunity Law (EEOL), 426
equal employment opportunity (EEO) laws
equal employment opportunity (EEO) legislation and enforcement
primer on, 253–263
measuring disparities, 258
understanding different forms of discrimination, 257–258
equal employment opportunity (EEO) topics
Equal Pay Act (EPA), 255t,
256
Equal Pay Report (EPR), 259
ethic(s)
distributive justice and, 60–61
employment discrimination through lens of, 60–62
righteousness of actions and, 61
ethical individual-difference variables
employment discrimination and, 62–64
ethical interventions
in employment discrimination, 65–67
ethnicity
international perspective on workplace diversity related to, 282
European Court of Justice
on obesity as disability, 1
European Monitoring Centre on Racism and Xenophobia, 146
evaluation(s)
performance management–related
evaluator gender
gender discrimination in workplace and, 83–84
executive education
as remedy for bias in career development, 394–395,
400t
Executive Order (EO) 11246
after Title VII of Civil Rights Act of 1964, 254,
255t
expectation-consistent behaviors, 75–76
F
fairness
in workplace discrimination, 238–239
fair treatment
in employment discrimination management, 65–66
Family and Medical Leave Act (FMLA), 438
family-friendly policies
in linking family responsibilities to career outcomes, 198f,
206–209,
210t
Family Medical Leave Act, 287
family responsibilities
impact on career outcomes, 197–214
conceptual model of mechanisms linking, 198–202,
198f
nondiscriminatory mechanisms, 198f,
199
faultlines
between people of different ages, 129
in understanding basis of stereotypes in age discrimination at workplace, 130–131
federal laws
governing workplace discrimination
fundamental theory underlying, 238
feedback
subtle discrimination related to, 16–18
female behaviors
stereotypical
in prescriptive gender stereotypes, 80–81
Filipino Americans hospital employees in California
flexplace
in linking family responsibilities to career outcomes, 208
flextime
in linking family responsibilities to career outcomes, 208
formal discrimination, 218–219
interpersonal discrimination vs., 298,
299t,
300t
formal organizational policy and practice
employment discrimination and inequality in organizations related to, 47–48
formal relationship–building programs
as remedy for bias in career development, 393–394,
400t
Freedom from Religion Foundation, 151
G
Gallup International Millennium Survey
Gallup Poll
on percentage of Americans believing that immigration hurts U.S. economy, 159
gateway(s)
subtle discrimination at, 13–14
gateway opportunities, 13
gender
evaluator
gender discrimination in workplace and, 83–84
as factor in personal networks, 388
international perspective on workplace diversity related to, 280–281
intersection with other social categories, 84
gender differences
in linking family responsibilities to career outcomes, 198f,
201–202
gender discrimination in workplace, 73–88
consequences for men, 82–83
future research related to, 82–85
intersection of gender with other social categories, 84
gender identity
international perspective on workplace diversity related to, 280–281
wage differences based on, 178f,
181
gender identity discrimination, 179
gender identity diversity
impact on employment experiences of LGBT workers, 178f,
183
gender-type of job
as moderator of descriptive bias, 76–77
Genetic Information Non-Discrimination Act (GINA), 438
Germany
persons with (dis)abilities in
workplace discrimination faced by, 120–121
Global Gender Gap Report
of World Economic Forum, 280
Good Morning America, 367
Griggs v. Duke Power, 257
Gross v. FBL Financial Services, Inc., 260
group-based attributional errors
in group-based discrimination, 26–27
group-based discrimination, 25–39
being multicultural while maintaining group identity, 35
colorblindness impact on, 29
contextualizing identity and, 28–29
expanding singular identities in, 32–34
identity and perceptions of, 34
identity development impact on, 29
intersectionality in, 32–34
social identity explanations for, 26
categorizing explanations, 27
group-based attributional errors, 26–27
social categorization outcomes, 27–28
group-based disparities
in education and training, employment, health, and income
(p. 456)
group identity
being multicultural while maintaining
group-based discrimination related to, 35
Grutter v. Bollinger, 254
H
“half-blindness to privilege,” 30
Harris Interactive Poll, 119
hate crimes
against Jewish people, 150
Hazelwood School District v. United States, 257
hearing (dis)abilities
workplace discrimination against persons with, 115–116
hearing loss
World Health Organization on, 115
hiring
age stereotypes effects on, 133
subtle discrimination related to, 13–14
Hispanic immigrants
self-reported ability to speak English
Pew Hispanic Research Center on, 164
Hispanics/Latinos
as targets of race discrimination, 98
HIV status
international perspective on workplace diversity related to, 288
human resource management (HRM)
in reducing discrimination, 47
human resource management (HRM) outcomes
human resource processes
workplace discrimination impact on, 341–346
attraction and recruitment, 341–342
Human Rights Campaign (HRC)
Corporate Equality Index of, 182
I
ideal worker norm
in linking family responsibilities to career outcomes, 198f,
200
identity(ies)
contextualizing
group-based discrimination related to, 28–29
group
being multicultural while maintaining, 35
in group-based discrimination, 34
within national context
at regional, local, and organizational levels, 289–290
parental status as
cultural considerations related to, 288
preferred methodology for studying, 290
identity-blind interventions
identity-conscious interventions vs., 400
identity combinations, 290
identity-conscious interventions
identity-blind interventions vs., 400
identity development
group-based discrimination related to, 29
identity-related outcomes at work
ideology
in masking group-based privilege, biases, and discrimination, 30–31
“I Have a Dream” speech, 7
ill will
discrimination due to, 240
immigrant(s)
Hispanic
Pew Hispanic Research Center on self-reported ability to speak English, 164
shifting attitudes toward, 160
studies of
and “multiple category problem,” 170
“visible” vs. “invisible” characteristics of, 171
workplace discrimination against, 159–175
immigrant status
features of
in workplace discrimination, 170
immigration
U.S. as nation built on, 159
Implicit Association Test (IAT), 131,
377
implicit bias
modern discrimination driven by, 218
implicit stereotypes, 131
inclusion
bottom-up pressure for
intraorganizational pressures related to, 50–51
inclusive job postings
as remedy for bias in recruitment, 389,
400t
India
persons with (dis)abilities in
workplace discrimination faced by, 121–122
individual-level discrimination
reduction in
LGBT workers–related, 192
individual-level strategies
in reducing workplace discrimination, 357–371
individuating information
in reducing workplace discrimination, 364–365
(p. 457)
individuation
of controllable and visible stigmas
in reducing workplace discrimination, 364–365
inertia
organizational founding and, 48
in shaping inequality in modern society, 42–48
cognitive and organizational sources of, 43–48
cognitive bias and discrimination, 43–45
formal organizational policy and practice, 47–48
organizational divisions of labor, 46–47
organizational founding, 48
in-group(s)
in subtle discrimination in workplace, 9–10
in-group bias
employment discrimination and inequality in organizations related to, 45–46
institutional bias
workplace discrimination and, 373
integrated threat theory (ITT), 160–167,
160f
moderating factors in, 161
prototype of immigrant in, 162
in understanding prejudice and discrimination toward immigrants in workplace, 161
“visible” vs. “invisible” factors in, 161
integrative model
of LGBT individuals’ workplace experiences, 178–188,
178f
intentional discrimination, 240,
257
intergroup conflict
social categorization and, 27–28
intergroup contact
as remedy for bias in career development, 394,
400t
internal audits
as remedy for bias in selection, 390,
400t
International Brotherhood of Teamsters v. United States, 257
International Clarification of Impairment, Disability and Handicap
by World Health Organization, 119
International Labor Law (ILO) Convention, 143
International Monetary Fund (IMF), 286
interpersonal discrimination, 218–219
against LGBT workers, 185
interpersonal justice
in prescriptive gender stereotypes, 81
interpersonal mistreatment
age stereotypes effects on, 133–134
interpretation
stereotype-based expectations resulting in, 75–76
interracial interactions
aversive racism effects on quality of, 219–220
intersectionality, 290,
436–437
in group-based discrimination, 32–34
of workforce
international perspective on, 277–278
intragroup conflict
social categorization and, 28
intraorganizational pressures
in shaping inequality in modern society, 43,
49–51
bottom-up pressure for inclusion, 50–51
managerial diversity, 49–50
organizational demography and relative power and, 49–51
Islam
as fastest-growing religion, 149
Islamophobia, 146
discrimination against Muslims related to, 148–149
J
Jewish people
Orthodox
accommodations requested by, 150
job attraction
workplace discrimination impact on, 341–342
job content audits
as remedy for bias in career development, 393,
400t
job founding
employment discrimination and inequality in organizations related to, 48
job postings
inclusive
as remedy for bias in recruitment, 389,
400t
joint evaluation
as remedy for bias in selection, 390,
400t
Jones, Peddie, Gilrane, King, and Gray meta-analysis
of individual-level discrimination outcomes, 318t,
319
Journal of Applied Psychology, 420
justice
interpersonal
in prescriptive gender stereotypes, 81
(p. 458)
justice theory
in linking family responsibilities to career outcomes, 198f,
200
K
Kleiner Perkins Caufield & Buyer, 443–446
L
labor
division of
employment discrimination and inequality in organizations related to, 46–47
organizational divisions of
employment discrimination and inequality in organizations related to, 46–47
language
as factor in in-group identification in ITT, 164–165
Latinos
as targets of race discrimination, 98
law(s)
governing workplace discrimination
fundamental theory underlying, 238
layoff(s)
age stereotypes effects on, 133
leadership categorization
in subtle discrimination in workplace, 11
learning
organizational
workplace discrimination and, 348–350
leave taking
in linking family responsibilities to career outcomes, 207
Ledbetter v. Goodyear Tire and Rubber Co., 258
Lee and Ahn meta-analysis
of individual-level discrimination outcomes, 318–319,
318t
legal ambiguities
religious rights of employees and, 148
legal claims
quantitative analysis of workplace context of, 268–269,
269t
legal consciousness
workplace discrimination–related, 265–276
individual factors in, 267
legality
in workplace discrimination, 238–239
legislation
antidiscrimination
in mitigating discriminatory behavior, 178f,
180–181
protective
LGBT workers–related research on, 190
legitimacy
in workplace discrimination, 238–239
lesbian, gay, bisexual, and transgender (LGBT) couples
against marriage licenses for, 1
lesbian, gay, bisexual, and transgender (LGBT) individuals
research related to
individual-level discrimination reduction–related, 192
protective legislation–related, 190
sexual orientation diversity climate–related, 191
supportive policies– and practices–related, 190–191
work-family experiences of, 178f,
187
workplace experiences of, 177–195
disclosure of minority sexual orientation and gender identity, 186–187
interpersonal discrimination, 185
interpersonal dynamics–related, 191–192
moral and economic imperatives, 183–184
organizational climate effects, 183
same-sex sexual harassment, 185–186
societal levels of analysis: attitudes and protective legislation, 178f,
179–180
terms and concepts related to, 179
timeliness in considering, 178
work-family experiences, 178f,
187
lesbian, gay, bisexual, transgender, and questioning (LGBTQ) research
on sexual identity in workplace, 32–33
lesbian, gay, bisexual (LGB) individuals
international perspective on workplace diversity related to, 282–283
location
as factor in personal networks, 388
Los Angeles Clippers, 333
M
male behaviors
stereotypical
in prescriptive gender stereotypes, 79–80
male-type positions
female stereotypes conflicting with perceived requirements of, 76
managerial diversity
intraorganizational pressures related to, 49–50
marital status
in linking family responsibilities to career outcomes, 198f,
202–203,
210t
marriage licenses
for LGBT couples
prison time for denying, 1
McDonnell-Burdine scenario, 257
McDonnell Douglas Corp. v. Green, 257
Meacham v. Knolls Atomic Power Lab, 260
“melting pot” of world
U.S. oft-referenced as, 159
Men and Women of the Corporation, 49
men’s network structures
subtle discrimination related to, 15–16
mental illness
World Health Organization on, 117
Merrill Lynch
racial discrimination case against, 1
meta-analysis(es)
of individual-level discrimination outcomes
Dolezsar, McGrath, Herzig, and Miller meta-analysis, 318t,
320
Jones, Peddie, Gilrane, King, and Gray meta-analysis, 318t,
319
Schmitt, Branscombe, Postmes, and Garcia meta-analysis, 318t,
319–320
metastereotype consciousness
microaggression(s)
in modern discrimination, 220
Ministry of Social Justice and Empowerment
minority(ies)
disclosure of gender identity of
disclosure of sexual orientation of
religious
religious discrimination against, 145
minority stress theory, 321
in predicting individual outcomes of workplace discrimination, 316
mistreatment
interpersonal
age stereotypes effects on, 133–134
mobility (dis)abilities
workplace discrimination against persons with, 114
modern, aversive, and symbolic (MAS) racism
modern discrimination, 217–236
emotional reactions and coping strategies for, 227–228
future research directions in, 230–232
interpersonal discrimination, 218–219
negative appraisal of, 226
overt discrimination vs., 218
primary vs. secondary appraisal of, 226–227
selective incivility, 221
social psychological factors in, 228–230
social identity comparison, 230
stereotypes and prejudice related to, 218
streams of research related to, 218–223
modern sexism
old-fashioned sexism vs., 222
moral development
cognitive
and employment discrimination, 63–64
moral disengagement
employment discrimination and, 62–63
moral imperatives
for organizational support of LGBT workers, 183–184
motivation
for denying workplace discrimination, 330–331
as moderator of descriptive bias, 78
workplace discrimination–related, 373
multicultural
while maintaining group identity
group-based discrimination related to, 35
“multiple category problem”
study of immigrants and, 170
multiple races
people of
as targets of race discrimination, 98
Muslim(s)
negative stereotypes associated with, 149
religious discrimination against
religious practices of, 149
N
National Center for Transgender Equality, 281
National Centre for Promotion of Employment for Disabled People, 121
National Disability Network, 121
National LGBT Task Force, 281
National Opinion Research Center
on where we stand today with regard to Whites’ stated attitudes toward Blacks, 412
National Trust for Welfare of Persons with Autism, Cerebral Palsy, Mental Retardation and Multiple Disability Act of 1999, 121
Native Hawaiian/Pacific Islanders
as targets of race discrimination, 97
need(s)
perceived
in linking family responsibilities to career outcomes, 198f,
200
negative appraisal
of modern discrimination, 226
negotiation
clear standards for
as remedy for bias in terms of employment, 391,
400t
network structures
subtle discrimination related to
New America Foundation, 443
New York University’s School of Law
Center for Human Rights and Global Justice at, 288
1986 Equal Employment Opportunity Law (EEOL),
4261990 Law of the People’s Republic of China on the Protection of Disabled Persons,
122Nones
against Coptic Christians, 147
discrimination against, 151
Civil Rights Act of 1964 on, 151
evaluated negatively, 151
Non-Retaliation for Disclosure of Compensation Information, 258–259
normalizing strategy
for uncontrollable and visible stigmas
in reducing workplace discrimination, 365
Notice of Proposed Rulemaking (NPRM), 259
O
obesity
as disability
European Court of Justice on, 1
Office of Federal Contract Compliance Programs (OFCCP), 52,
256,
258–259,
269
Office of Federal Contract Compliance Programs (OFCCP) Compensation
Standards and Voluntary Guidelines of, 259
Ohio Civil Rights Commission, 267
organization(s)
age-related stereotypes in, 132–134
discriminatory pressures in, 64–65
policies and practices of
impact on employment experiences of LGBT workers, 178f,
182–183
in shaping employment discrimination and inequality, 41–57
intraorganizational pressure, 43,
49–51
organizational model of, 42,
42f
workplace discrimination impact on, 339–353
directions for future research, 350
organization processes–related, 340–341
organizational climate
impact on employment experiences of LGBT workers, 183
organizational demography
in shaping inequality in modern society, 49–51
organizational departmentalization
employment discrimination and inequality in organizations related to, 47–48
organizational divisions of labor
employment discrimination and inequality in organizations related to, 46–47
organizational learning
workplace discrimination and, 348–350
organizational policies and practices
formal
employment discrimination and inequality in organizations related to, 47–48
impact on employment experiences of LGBT workers, 178f,
182–183
organizational pressures
employment discrimination as unethical behavior due to, 65
organizational process(es)
career development and performance management biases in, 391–399,
400t
recruitment, selection, and terms of employment
organizational psychology
social justice research and, 413–415
organizational remedies for discrimination, 387–407
recruitment-related, 389,
400t
organizational uncertainty
environmental pressures related to, 51–52
organizational variables
employment discrimination and, 64–67
organization processes
workplace discrimination impact on, 340–341
Orthodox Jews
accommodations requested by, 150
Oslo Declaration on Freedom of Religion and Belief, 143
Other Race
as targets of race discrimination, 98
Out & Equal Workplace Advocates, 283
out-group(s)
in subtle discrimination in workplace, 9–10
overt discrimination
modern discrimination vs., 218
P
Pacific Islanders
as targets of race discrimination, 97
parental status
as identity
cultural considerations related to, 288
in linking family responsibilities to career outcomes, 198f,
203–205,
210t
Pascoe and Richman meta-analysis
of individual-level discrimination outcomes, 317–318,
318t
perceived needs
in linking family responsibilities to career outcomes, 198f,
200
perception(s)
of discrimination against LGBT workers, 178f,
187–188
in group-based discrimination, 34
performance
group differences in
workplace discrimination related to, 244
workplace discrimination impact on, 344–345
performance appraisal
age stereotypes effects on, 133
racial discrimination in, 100
performance management
workplace discrimination impact on, 343–344
perpetrator(s)
of workplace discrimination, 329–338
perpetrator(s) of workplace discrimination
affective and cognitive outcomes for, 332–333
avoiding interactions with stigmatized individuals, 331
prodiversity management programs for, 334–335
personal identity layer, 290
personal networks
stratified along lines of race, location, and gender, 388
Personnel Psychology, 420
personnel recruitment. see also recruitment
racial discrimination in, 99
personnel selection
racial discrimination during, 99
Persons with Disabilities (Equal Opportunities, Protection of Rights and Full Participation) Act, 121
Pew Hispanic Research Center
on Hispanic immigrants’ self-reported ability to speak English, 164
Pew Research Center
on religious restrictions, 147
power
in shaping inequality in modern society, 49–51
pregnancy
in linking family responsibilities to career outcomes, 198f,
205–206,
210t
prejudice
contemporary theories of, 12–13
group-based
ideology in masking, 30–31
modern discrimination and, 218
personality traits associated with, 91
social categorization and, 28
in subtle discrimination in workplace, 8–9
prejudiced responses
future
cues for control over, 375
prescriptive gender stereotypes, 78–82
engaging in stereotypically male behaviors, 79–80
failing to engage in stereotypically female behaviors, 80–81
moderators of prescriptive bias, 82
success as violation in, 81
theoretical perspectives on, 79–81
prescriptive stereotypes
in age discrimination at workplace, 136–137
Price Waterhouse v. Hopkins, 443
primary breadwinner status
in linking family responsibilities to career outcomes, 198f,
202–203,
210t
privilege
group-based
ideology in masking, 30–31
group-based discrimination related to, 29–31
legitimizing myths and social dominance related to, 31
those without
terminology related to, 30
privilege recognition
in subtle discrimination in workplace, 19
prodiversity management programs
for perpetrators of workplace discrimination, 334–335
productivity
group differences in
workplace discrimination related to, 244
in linking family responsibilities to career outcomes, 198f,
199
promotion(s)
decisions related to
racial discrimination in, 101
subtle discrimination related to, 14
proscription(s)
written into statutes, 261
prototype(s)
in subtle discrimination in workplace, 10–11
psychological (dis)abilities
workplace discrimination against persons with, 117–118
psychology
organizational
social justice research and, 413–415
R
race(s)
as factor in gender bias, 396
as factor in personal networks, 388
multiple
as targets of race discrimination, 98
race discrimination. see also racial discrimination
targets of, 94–98
American Indians/Alaskan Natives, 97
Blacks (African Americans), 95–96
future research recommendations related to, 103t
Native Hawaiian/Pacific Islanders, 97
U.S. Census Bureau on, 95–98
race/ethnicity
international perspective on workplace diversity related to, 282
Racial and Ethnic Microaggression Scale (REMS), 220
racial discrimination. see also race discrimination
future research recommendations related to, 103t
in performance appraisal, 100
in personnel recruitment, 99
during personnel selection, 99
in promotional decisions, 101
types of, 99–102
future research recommendations related to, 103t
interpersonal discrimination, 101–102
racial discrimination case
racial discrimination theory, 89–90
future research recommendations related to, 103t
racial/ethnic harassment and discrimination (REHD), 222
racial slurs
as formal discrimination, 217
racism
disparate treatment and adverse impact of
theories of disparate treatment and adverse impact of, 93–94
recall
stereotype-based expectations resulting in, 75
recognition
privilege
in subtle discrimination in workplace, 19
recruitment
personnel
racial discrimination in, 99
workplace discrimination impact on, 341–342
reduced hours policies
in linking family responsibilities to career outcomes, 207–208
reemployment
age stereotypes effects on, 133
referral(s)
employee
as remedy for bias in recruitment, 389,
400t
Regents of the University of California v. Bakke, 254
Rehabilitation Council of India Act 1992, 121
relational demography
in understanding basis of stereotypes in age discrimination at workplace, 130
relative deprivation, 378
religion
international perspective on workplace diversity related to, 285–286
religion(s)
as factor in in-group identification in ITT, 165–166
Gallup International Millennium Survey on, 143
as stigmatized characteristic, 144–145
religious group discrimination
future research related to, 151–154
religious expression in workplace and, 147–148
religious identification, 147
religious minorities
religious discrimination against, 145
religious restrictions
Pew Research Center on, 147
religious rights of employees
legal ambiguities related to, 148
reputation
corporate
workplace discrimination impact on, 345–346
restriction(s)
religious
Pew Research Center on, 147
Results Only Work Environment (ROWE) initiative
retention
workplace discrimination impact on, 342–343
revealing/disclosing strategy
of controllable and invisible stigmas
in reducing workplace discrimination, 367
reverse discrimination, 98
righteousness of actions, 61
rights mobilization
quantitative accounts of, 269–273
past experience with discrimination, 270
workplace culture and managerial discretion, 271–272
workplace discrimination–related, 265–276
individual factors in, 267
Rights of Persons with Disabilities
United Nations Convention on, 2
right-wing authoritarianism (RWA)
in subtle discrimination in workplace, 18
traits associated with, 91
S
Safe Schools Program (SSP)
for gay and lesbian students in Massachusetts, 183
same-sex sexual harassment
Schmitt, Branscombe, Postmes, and Garcia meta-analysis
of individual-level discrimination outcomes, 318t,
319–320
scholarly works on employment discrimination
selective incivility, 221
self-categorization theory, 130
(self-)-objectification
benevolent sexism and, 309
self-regulatory skills
practical suggestions for improving, 376–377
sexism
benevolent, 222,
309
(self-)-objectification and, 309
old-fashioned vs. modern, 222
sexual harassment
workplace discrimination and, 300–301
sexual orientation
international perspective on workplace diversity related to, 282–283
wage differences based on, 178f,
181
sexual orientation discrimination, 179
prohibiting of
in states and cities, 177
sexual orientation diversity
climate of
LGBT workers–related research on, 191
impact on employment experiences of LGBT workers, 178f,
183
Should-Would Discrepancy Questionnaire, 375
signaling
in controllable and invisible stigmas
in reducing workplace discrimination, 367–368
similarly situated employee groupings (SSEGs), 259
Smith v. City of Jackson, 258,
260
social acceptance
discrimination as threat to, 315
social categorization
intergroup conflict due to, 27–28
intragroup conflict due to, 28
in subtle discrimination in workplace, 9–11
in-groups and out-groups, 9–10
leadership categorization, 11
subtypes and prototypes, 10–11
social categorization theory (SCT), 25–26
in group-based discrimination, 26
in predicting individual outcomes of workplace discrimination, 316
social dominance orientation (SDO), 18
old-fashioned racism and, 93
traits associated with, 91
social exclusion
workplace discrimination and, 423
social identity categories
international perspective on workplace diversity related to, 280–289
social identity comparison
in modern discrimination, 230
social identity theory (SIT), 25–26,
130,
230
in group-based discrimination, 26
social justice
progress since Civil Rights Act of 1964, 411–418
social justice research
organizational psychology and, 413–415
social networks
subtle discrimination related to, 15–16
social psychological factors
social role theory
in linking family responsibilities to career outcomes, 198f,
200–201
Society for Human Resource Management (SHRM)
on diversity efforts, 427
Society for Industrial and Organizational Psychology (SIOP), 420
Society of Human Resource Management (SHRM), 154
on secular culture of workplace, 148
on workplace accommodations for religious observances, 150
socioeconomic status
international perspective on workplace diversity related to, 286–287
Standards and Voluntary Guidelines
of OFCCP Compensation, 259
status beliefs
stereotypes related to, 44–45
status incongruity hypothesis (SIH), 13
stereotype(s)
in evaluation decisions, 44
modern discrimination and, 218
prescriptive
in age discrimination at workplace, 136–137
status beliefs and, 44–45
in subtle discrimination in workplace, 8–9
of workers of different ages, 131–132
stereotype activation
degree of
as moderator of descriptive bias, 76
stereotype-based expectations
stereotype content model, 10,
168
stereotypical female behaviors
failing to engage in
in prescriptive gender stereotypes, 80–81
stereotypical male behaviors
engaging in
in prescriptive gender stereotypes, 79–80
stereotyping
categorization processes and, 316
stigma(s)
as abominations of the bodies, 358
as blemishes in individual character, 358
controllable and invisible
uncontrollable and visible
stigma dimensions
on various stigmatizing characteristics, 145–146,
145t
subtle discrimination, 8,
387
blatant discrimination vs., 299,
300t
subtle discrimination in workplace, 7–24,
387
along pathways, 14–18
mentorship- and coaching-related, 16
social networks–related, 15–16
individual-level factors and processes, 7–24
contemporary theories of prejudice and discrimination, 12–13
fundamental concepts, 8–9
at gateways vs. pathways, 13–18
privilege recognition, 19
social categorization, 9–11
stereotype and prejudice, 8–9
individual-level predictors of, 8
success as violation
in prescriptive gender stereotypes, 81
supportive policies and practices
LGBT workers–related research on, 190–191
T
Tanenbaum Center for Interreligious Understanding, 154
test(s)
group differences in scores on
workplace discrimination related to, 242–244
Texas Dept. of Community Affairs v. Burdine, 257
The American Non-Dilemma: Racial Inequality Without Racism, 340
threat(s)
antecedent factors in ITT and, 160f,
161
Toyota Motor Mfg., Ky., Inc. v. Williams, 259–260
trainability tests
group differences in scores on
workplace discrimination related to, 243
training
age stereotypes effects on, 133
transparency and accountability systems
as remedies for bias in performance management, 397,
400t
2007 Regulation of Employment for People with Disabilities,
1222008 Employment Promotion Law,
1222012 EEO-1 National Aggregate report
U
unconscious bias training
as remedy for bias in performance management, 397–398,
400t
unethical behavior
employment discrimination as, 59–69
ethical individual-difference variables in, 62–64
ethical interventions in, 65–67
organizational pressures and, 65
organizational variables in, 64–67
through lens of ethical approaches, 60–62
Uniform Guidelines on Employee Selection Procedures, 258
United Nations (UN)
Convention on the Rights of Persons with Disabilities of, 2,
118,
121,
284
as unifying force for identity politics, 290–291
United Nations (UN) Universal Declaration of Human Rights, 143
United States (U.S.)
as oft-referenced “melting pot” of world, 159
persons with (dis)abilities in
workplace discrimination faced by, 118–119
Universal Declaration of Human Rights, 290
University of Pennsylvania, 114
University of Texas Southwestern Medical Center v. Nassar, 261
unwanted sexual attention, 222,
301
U.S. Bureau of Labor Standards
on wage discriminations, 239
U.S. Census and Department of Labor Statistics, 440
U.S. Census Bureau, 412
on race discrimination, 95–98
U.S. economy
Gallup Poll on percentage of Americans believing that immigration hurts, 159
U.S. Equal Opportunity Law, 2
U.S. military policy
“Don’t Ask Don’t Tell,” 178
U.S. Office of Federal Contract Compliance, 425
V
variable(s)
organizational
and employment discrimination, 64–67
veterans
international perspective on workplace diversity related to, 288
Veteran’s Preference Act, 288
Vickers v. Fairfield Medical Center et. al., 436–437
Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), 256,
288
violation(s)
in prescriptive gender stereotypes
visual (dis)abilities
workplace discrimination against persons with, 114–115
Voluntary Guidelines
of OFCCP Compensation, 259
W
wage discriminations
U.S. Bureau of Labor Standards on, 239
warmth
as factor in stereotypes, 10
in understanding basis of stereotypes in age discrimination at workplace, 130
Whites
as targets of race discrimination, 97–98
White Standard of Leadership, 11
women’s network structures
subtle discrimination related to, 15–16
work–family accommodations
as remedy for bias in performance management, 398,
400t
work–family issues
international perspective on workplace diversity related to, 287–288
workforce
changes in
international perspective on, 277–296
workplace(s)
accommodations for religious observances in
anti-Semitic jokes in, 150
aversive prejudice in, 31
diverse inclusive
preliminary construct articular and future directions related to, 431,
432f
identity-related outcomes at
workplace age stereotypes
workplace discrimination, 237–251.
see also employment discrimination
behavioral constructs related to, 300–301
cognitive factors related to, 373
consequences of
discrimination-type–related, 321–322
nuances and boundary conditions, 322–324
underrepresented samples, 321
in context, 443–447
contemporary discrimination as subtle, 445–446
effective strategies for reducing discrimination, 446
persistent discrimination toward numerous targets, 444–445
decision-making under uncertainty related to, 241–247,
245t,
246t
fundamental theory underlying federal laws governing, 238
homogeneous decision-makers can yield biased criteria, 247–248
individual outcomes of, 315–328
attributional ambiguity theories on, 316
future research directions in, 324–326
minority stress theory on, 316
institutional bias and, 373
intersectional perspectives on
legality, legitimacy, and fairness related to, 238–239
measuring of, 301–310
content and labeling of measures, 305–307
when it was experienced, claimed, or reported, 307–308
when one should ask about experiences of discrimination, 307
why they are being discriminated against, 308–310
motivational factors related to, 373
reducing
individual-level strategies in, 357–371
social exclusion and, 423
types of, 239,
339
relevance of coping strategy to, 323
understanding why it occurs, 240–241
workplace discrimination research
future directions in, 435–442
contested categories, new sites, 437–438
need for intersectional perspectives, 436–437
pushing interdisciplinary envelope, 439–440
stretching out life cycle of employment disputes, 438–439
workplace diversity
international perspective on, 277–296
research and practice considerations, 291–293
UN as unifying force for identity politics, 290–291
within national context
at regional, local, and organizational levels, 289–290
work redesign
as remedy for bias in performance management, 398–399,
400t
work sample tests
group differences in scores on
workplace discrimination related to, 243
World Economic Forum
Global Gender Gap Report of, 280
World Health Organization
on disability prevalence, 118
International Clarification of Impairment, Disability and Handicap adopted by, 119
X
X vs. Y
disparities in group differences on
Y
younger workers
discrimination against, 138
Z
