Page 181 - Discrimination at Work The Psychological and Organizational Bases

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CLEVELAND, VESCIO, BARNES-FARRELL
in the experiences and outcomes of men and women at work requires that
we look beyond the immediate work environment to the societal and cul­
tural context in which work takes place and to the developmental history
that people bring with them to work. We believe that a broader perspective
on the antecedents of gender discrimination and the outcomes of work­
place gender discrimination will provide industrial/organizational psy­
chologists with a richer understanding of the phenomenon of workplace
gender discrimination and with insights into the kinds of interventions
that may address injustices that discrimination creates.
In this chapter, we first summarize findings of gender bias in decisions
and outcomes at work, followed by a description of the individual-based
and situational antecedents involved in gender discrimination. We then
introduce a broader discussion of discrimination and equality at the soci­
etal, institutional, and organizational levels drawing on a number of lit­
eratures including careers, sociology, economics, and work and family. By
broadening the conceptualization of discrimination, we are able to identify
some antecedent conditions that set the stage for discrimination, which we
hope will encourage a more comprehensive consideration of the conse­
quences of gender discrimination. Our broad definition of discrimination
is followed by a brief description of the seriousness and pervasiveness of
gender discrimination, which illustrates major gaps in existing research
and important methodological issues for future consideration to research
theorizing about gender discrimination. Finally, we conclude our chapter
with a discussion of how organizations can be a tool for change and for
activism in reducing gender discrimination.

GENDER DISCRIMINATION IN WORK EXPERIENCES
AND OUTCOMES

What kinds of evidence exist for gender discrimination in the workplace?
Traditional definitions of gender discrimination in the workplace empha­
size legal approaches to sex discrimination. In the United States, two
basic kinds of evidence define gender discrimination. The first, known
as disparate treatment, occurs when individuals are intentionally treated
differently by virtue of their group membership. Examples of disparate
treatment include unwillingness to hire a woman because of her gender,
reluctance to place a woman in career-track positions, asking a woman
questions during an interview that are different from those asked of male
applicants, and offering a lower starting salary because the recruit is a
woman. A somewhat broader definition of gender discrimination (dis­
parate impact) is represented by evidence that members of a particular