Original Study

| Published: December 08, 2021

Psychological Perspective Behind Discrimination in Workplace

Ms. Tanvi Iyer

B.Sc. Clinical Psychology, Amity Institute of Behavioural and Applied Sciences, Amity University, Mumbai, Maharashtra, India. Google Scholar More about the auther


DOI: 10.25215/0904.123


Over the last decade, diversity in the workplace has become a major topic of research in the organizational sciences, with numerous books and articles highlighting the benefits of a workforce that is diverse in terms of race, gender, disability status, age, and sexual orientation. By detecting when discrimination will be displayed or repressed, aversive racism supports social identity theory and the BIAS map. Discrimination can take many forms, including cultural, societal, institutional, and individual discrimination. Attitudes, prejudice, and stereotypes are three key concepts for understanding individual processes that result in discrimination. The BIAS and social identity theory are complemented by aversive racism. Three crucial concepts for understanding individual processes that result in discrimination are attitudes, bias, and stereotypes. The social identity perspective (Tajfel and Turner, 1979) posits that members of a group are motivated to protect their self-esteem and acquire a positive and differentiated social identity. Individual cognitive and affective processes can result in workplace discrimination in a variety of ways.

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ISSN 2348-5396

ISSN 2349-3429


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Published in   Volume 09, Issue 4, October- December, 2021