The missing middle: Asian employees' experience of workplace discrimination and pro-black allyship.

Asian employees occupy an intermediate status in the U.S. racial hierarchy between White and Black employees.

Chronic frames of social inequality: How mainstream media frame race, gender, and wealth inequality.

How social inequality is described—as advantage or disadvantage—critically shapes individuals’ responses to it [e.g., B.

The "Equal-Opportunity Jerk" Defense: Rudeness Can Obfuscate Gender Bias.

To address sexism, people must first recognize it. In this research, we identified a barrier that makes sexism hard to recognize: rudeness toward men. We found that observers judge a sexist perpetrator as less sexist if he is rude toward men.

Why benefiting from discrimination is less recognized as discrimination.

Discrimination continues to plague society, creating stark inequities between groups. While existing work has considered the role of prejudice in perpetuating discrimination, we draw on emerging research on privilege and inequity frames to offer an overlooked, complementary explanation: Objectively discriminatory decisions that are described as favoring, compared with disfavoring, are less likely to be as discrimination. We further theorize this is because favoring decisions are perceived to be motivated by positive intentions.

Words that hurt: Leaders' anti-Asian communication and employee outcomes.

With the outbreak of COVID-19, there have been growing reports of racial harassment targeting Asian Americans. We study one such manifestation of racial harassment that Asian employees may face in the workplace: Leaders' use of stigmatizing labels for COVID-19 such as the "Chinese Virus" and "Kung Flu." Integrating organizational justice theories with research on racial harassment in the workplace, we theorize that leaders' use of stigmatizing COVID-19 labels reduces employees' perceptions of interpersonal justice, which subsequently impact employees' emotional exhaustion and work engagement.

Keeping Minorities Happy: Hierarchy Maintenance and Whites' Decreased Support for Highly Identified White Politicians.

We test the hypothesis that, to avoid provoking minorities, Whites will withhold their support for White political candidates who are highly identified with their race. In Study 1, we found that White Republicans were less supportive of White candidates the higher the perceived White identity of the candidate due to beliefs that such candidates would provoke racial minorities. In Study 2, we replicated this effect with a manipulation of candidates' White identity.