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CONCLUSION
In this chapter I have surveyed three of the major models of discrimination
law with an eye to presenting ways in which the law and psychological re
search suffer a "gap." (I have deliberately omitted the hostile environment
model, which requires a major investigation of its own.) By conducting this
survey, I demonstrate that current discrimination law makes rather sim
plistic assumptions about the nature of employment discrimination and
the ways in which motivation can defeat prejudiced attitudes and biases
in decision making. A greater awareness of psychological research can per
haps help the law to make existing models more sensitive to the realities of
how discrimination occurs. It also becomes clear, however, that applicable
behavioral science research is etiolated by failure to consider the intricacies
and demands of discrimination law, so that new research questions remain
to be studied. A closer marriage of law and HR-I/O-psychological research
is needed if we ultimately are to grow in our understanding of discrimi
nation and continue to develop methods for attenuating or eliminating it.
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