The DOI matches its Crossref record; 131 of the 133 references it cites were found in a registry or an index.
Not So Subtle: A Meta-Analytic Investigation of the Correlates of Subtle and Overt Discrimination
Abstract
Extant research suggests subtle, interpersonal forms of discrimination, though often normalized and overlooked, may be just as detrimental to targets as compared to more traditional, overt forms of discrimination. To further examine this question, we meta-analyzed the current literature to estimate the relationship between discrimination and a host of psychological, physical health, and work-related correlates as a function of its form (subtle or overt). Analysis of 90 effect sizes suggested that subtle and overt forms of discrimination hold relationships of comparable magnitude with a host of adverse correlates. By demonstrating that these two forms of discrimination are not differentially related to relevant outcomes, our findings call into serious question the pervasive belief that subtle discrimination is less consequential for targets as compared to overt discrimination (Landy, 2008; McWhorter, 2008). Taken together, our results suggest that subtle discrimination is at least as important to consider and address as its overt counterpart. Implications for organizational scholars and practitioners are discussed.
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“Ensuring that employees with disabilities do not experience subtle discrimination is critical given that subtle discrimination is as damaging to those who experience it as are more overt forms (Jones, Peddie, Gilrane, King, & Gray, 2016).”
From The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence (2020) · cites this paper as Jones, Peddie, Gilrane, King, & Gray, 2016
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Inclusive workplaces: A review and model
Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018) · Human Resource Management Review · doi:10.1016/j.hrmr.2017.07.003 · Cited by 1,034
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Metadata
- Authors
- Jones, K. P., Peddie, C. I., Gilrane, V. L., King, E. B., & Gray, A. L.
- Affiliations
- George Mason University (US)
- Human Resources Research Organization (US)
- Corporate Executive Board (United States) (US)
- Federal Management Partners (US)
- Corresponding author
- Jones, Kristen P.
- Venue
- Journal of Management
- Publisher
- SAGE Publications
- Published
- 2016-07-10
- Volume
- 42
- Issue
- 6
- Pages
- 1588-1613
- ISSN
- 0149-2063 (ISSN-L)
- 1557-1211
- OpenAlex
- W2114929751
- Cited by
- 445
- References
- 133
- Citations by year
- 2026: 36 · 2025: 42 · 2024: 58 · 2023: 40 · 2022: 49 · 2021: 55 · 2020: 41 · 2019: 34 · 2018: 34 · 2017: 26 · 2016: 14
- FWCI
- 30.98
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Journal of Management (publishedVersion)
- Topics
- Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Workplace Violence and Bullying
- Social Sciences › Sociology and Political Science › Names, Identity, and Discrimination Research
- Keywords
- subtle discrimination, overt discrimination, interpersonal discrimination, mental health, physical health, work-related outcomes, organizational behavior
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