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Employment Discrimination in Organizations: Antecedents and Consequences

Barry M. Goldman

Department of Management & Organizations, Eller College of Management, University of Arizona, McClelland Hall, 405 Tucson, AZ 85721, bgoldman{at}eller.arizona.edu

Barbara A. Gutek

Department of Management & Organizations, Eller College of Management, University of Arizona, McClelland Hall, 405 Tucson, AZ 85721

Jordan H. Stein

Department of Management & Organizations, Eller College of Management, University of Arizona, McClelland Hall, 405 Tucson, AZ 85721

Kyle Lewis

Department of Management, University of Texas at Austin, 1 University Station B6300, Austin, TX 78712-0210

This article reviews the research on employment discrimination in organizations. It focuses on discrimination perceptions, charges, and lawsuits and discusses the consequences of discrimination. Among the conclusions are the following: (a) The proportion of claimants filing under different antidiscrimination statutes differs by race; (b) the area needs theories that can explain wide variance in perceptions of events; (c) the consequences of discrimination are best viewed from individual, group, and organizational levels; and (d) if the results of instruments are used in legal settings, social scientists should pay careful attention to reliability and validity, as well as standards of legally admissible evidence.

Key Words: discrimination • sexual harassment • racism • sexism

Journal of Management, Vol. 32, No. 6, 786-830 (2006)
DOI: 10.1177/0149206306293544
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This article has been cited by other articles:


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 Journal of ManagementHome page
B. M. Goldman, J. E. Slaughter, M. J. Schmit, J. W. Wiley, and S. M. Brooks
Perceptions of Discrimination: A Multiple Needs Model Perspective
Journal of Management, October 1, 2008; 34(5): 952 - 977.
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