Over the past 60 years, great strides have been made to reduce workplace discrimination in the United States. Federal laws like the Civil Rights Acts of 1964 and 1991, Equal Pay Act, and Americans with Disabilities Act have been instrumental in helping individuals from traditionally marginalized groups take advantage of employment opportunities from which they were previously excluded. Many organizations have followed suit by giving more attention to diversity and inclusion initiatives, which often include policies and practices to combat workplace discrimination. Yet, despite this progress, employees with stigmatized identities (i.e., identities that are devalued in certain contexts, such as minority race) continue to experience subtle, implicit expressions of prejudice and discrimination toward them. These subtle acts are more difficult to sanction, yet they ...

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