Understanding and reducing interpersonal discrimination in the workplace

Mikki Hebl, Enrica Ruggs, Larry Martinez, Rachel Trump, Christine Nittrouer

Research output: Chapter in Book/Report/Conference proceedingChapter


As a whole, overt and prosecutable forms of discrimination still exist (see Dipboye &<br>Colella, 2005); for instance, the U.S. Equal Employment Opportunity Commission<br>(EEOC) received almost 100,000 claims of workplace discrimination for the fiscal year<br>2012 (U.S. EEOC, 2013). From this, a total of $365 million was awarded to victims,<br>showing the very real financial gravity of discrimination. Yet, these numbers are actually<br>on the decrease for the second consecutive year in a row suggesting that overtly<br>discriminatory behaviors may be on the decrease and that the government is targeting<br>systemic patterns of discrimination in the workplace successfully.<br>Despite this positive trend, the more that researchers study discrimination, the more<br>they uncover the fact that there are discriminatory behaviors beyond what is sanctioned<br>against by the EEOC. Although the EEOC has reduced overt forms of discrimination,<br>discrimination is still rampant, taking on more subt
Original languageEnglish
Title of host publicationUnderstanding and reducing interpersonal discrimination in the workplace
PublisherTaylor & Francis/Psychology Press
StatePublished - May 2015


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