ABSTRACT
Despite well-documented decreases in blatant racism (e.g., Schuman, Steeh, Bobo, & Krysan, 1997), sexism (Spence & Hahn, 1997), and other forms of prejudice and discrimination, much evidence suggests that more subtle forms of bias continue to plague modern American organizations and society (Deitch et al., 2003; Swim, Aikin, Hall, & Hunter, 1995). Grim statistics documenting inequalities in employment rates, education, and income are not hard to come by. Women and racial minorities in the US continue to be overly segregated into low-pay, low-status positions (Bureau of Labor Statistics, 2009). People with disabilities are much more likely than other individuals to be unemployed (Stone & Colella, 1996) and to face discrimination (Harcourt, Lam, & Harcourt, 2005). The story is the same for many older workers. In 2010, more than 23,200 charges of age discrimination were filed with the U.S. Equal Employment Opportunity Commission (2011). These statistics have become so oft-cited that diversity scholars could quote them in their sleep.
