By Kecia M. Thomas
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References Allport, G. W. (1954). The nature of prejudice. New York: Addison-Wesley. , Stephan, C. , Sikes, J. , Blaney, N. , & Snapp, M. (1978). The jigsaw classroom. Beverly Hills, CA: Sage. Asch, S. E. (1955). Opinions and social pressure. Scientific American, 193(5), 31–35. Banaji, M. , & Greenwald, A. G. (1994). Implicit stereotyping and prejudice. In J. M. Olson & M. P. ), The psychology of prejudice: The Ontario symposium (Vol. 7, pp. 55–76). Hillsdale, NJ: Erlbaum. Berdahl, J. , & Moore, C.
Workers that experience this resistance incur costs to their ability to gain employment, to their opportunities for career development, and even to their health in the form of work-related stress. The Costly Outcomes of Diversity Resistance One significant outcome of resistance to diversity is conflict. Certainly at the foundation of interpersonal discrimination and hate crimes in organizations is the internal conflict some employees experience between whom they believe should work in their workplace and whom should not.
365–395). New York: Russell Sage Foundation Press. indd 20 10/4/2007 7:06:12 AM The Many Faces of Diversity Resistance in the Workplace 21 Richeson, J. , & Nussbaum, R. J. (2004). The impact of multiculturalism versus color-blindness on racial bias. Journal of Experimental Social Psychology, 40, 417–423. Roberson, Q. , & Stevens, C. K. (2006). Making sense of diversity in the workplace: Organizational justice and language abstraction in employees’ accounts of diversity-related incidents. Journal of Applied Psychology, 91(2), 379–391.
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