Page 34 - Discrimination at Work The Psychological and Organizational Bases

1. AN INTRODUCTION
define the culture of the organization, the composition of the corporate
board, and the philosophy and attitudes of the top leadership of the orga­
nization. 5
Whereas the authors of the chapters in part I address general underlying
components of discrimination in organizations, the authors of the chap­
ters in part II explore specific manifestations of discrimination including
discrimination on the basis of race and ethnicity, gender, disability, age,
sexual orientation, personality, and attractiveness. The first five forms of
discrimination have been the focus of policy and law and have received
the most attention in discussions of discrimination in the workplace. In
each chapter, the authors examine how the particular type of discrimi­
nation is manifested in the entry of employees into an organization and
their treatment in the workplace. Each chapter reviews research on biases
against the target group in recruitment, selection, placement, performance
appraisal, compensation, training and development, promotion, and work
conditions.
In chapter 6, "Organizations as Reflections of Their Environments: The
Case of Race Composition," Arthur Brief, Rebecca Butz, and Elizabeth
Deitch address the topic of race discrimination. The discussion in this chap­
ter is relevant to discrimination against a variety of historically disadvan­
taged groups, but the focus in their chapter is on African Americans. Special
attention is paid to how an organization's environment can shape preju­
dice, stereotypes, and discrimination inside the organization. In chapter 7,
"Gender Discrimination in Organizations," Jeanette Cleveland, Theresa
Vescio, and Janet Barnes-Farrell examine discrimination based on the gen­
der of employees. The authors consider factors at the individual, group,
and organizational levels that influence both covert and blatant gender dis­
crimination and that render the workplace unfriendly and uncomfortable
for women. Particularly provocative is the authors' suggestion that sex
discrimination is rooted in how men have constructed the idea of career
success. The authors suggest that organizational scientists rethink what
should define success in organizations.
In chapter 8, "Understanding Heterosexism at Work: The Straight Prob­
lem," Belle Rose Ragins and Carolyn Wiethoff address discrimination on
the basis of sexual orientation. This chapter examines the extent that neg­
ative attitudes toward gays and lesbians spill over into their recruiting,
hiring, and treatment in the workplace and the individual, group, and or­
ganizational factors that influence discrimination against persons who are
gay, lesbian, bisexual, and transgendered. The authors also consider the fac­
tors associated with coming out in the workplace and the consequences of
coming out on occupational success and physical and psychological well­
being. In the next chapter, "Age Discrimination in the Workplace," Lynn