ABSTRACT

Perceptions of bullying and discrimination have been established to co-exist in many studies. Using arguments of instrumental, bureaucratic and economic rationality, we explain why many employees find it difficult to determine if their workplace experiences are purely due to discrimination or due to general mistreatment. Underpinned by individual, institutional and structural discrimination we explain how Social Identity Theory and Social Categorization Theory provide a base for understanding how bullying and mistreatment disproportionally affect members of different out-groups in organizations. To avoid inappropriate effects of social categorization, organizations need inclusive strategies that embrace tolerance. These should have a managerial as well as organizational cultural focus if organizations are to address the types of encounters that can end up being labelled as bullying and/or discrimination.