n305301SE Academic Article uri icon


  • Copyright 2017 John Wiley & Sons, Ltd. Racism, sexism, and ageism persist in modern day organizations and may translate into workplace discrimination, which can undermine organizational effectiveness. We provide the first meta-analysis comparing the relationships between these three types of prejudice (racism, sexism, and ageism) and three types of workplace discrimination (selection, performance evaluation, and opposition to diversity-supportive policies). Across outcomes, racism was associated with workplace discrimination, whereas sexism was not. Ageism was associated with discriminatory selection and opposition to organizational policies supporting older workers; however, ageism was not related to discriminatory performance evaluation. Consistent with prior research and theory, Implicit Association Test measures were related to subtle discrimination (opposition to diversity-supportive policies) but not deliberate discrimination (selection and performance evaluation). Finally, prejudice was more strongly associated with discrimination against real as compared with hypothetical targets. Implications for organizational researchers and practitioners are discussed. Copyright 2017 John Wiley & Sons, Ltd.

published proceedings

  • Journal of Organizational Behavior

author list (cited authors)

  • Jones, K. P., Sabat, I. E., King, E. B., Ahmad, A., McCausland, T. C., & Chen, T.

publication date

  • January 1, 2017 11:11 AM