Hebl Research

 

Discrimination:

 

Identifying

Understanding

Remediating

Research in the Hebl Lab focuses on issues related to identifying, understanding, and remediating discrimination.  We blend a social, interpersonal with an organizational perspective to investigate discrimination.  Our research is based on the fact that people express discrimination in dramatically different ways (e.g., less overtly and explicitly) from the past (Hebl & Dovidio, 2005). The studies we have conducted show that discrimination is more subtly extant, but unfortunately even this type of discrimination (which we refer to as interpersonal discrimination) is still perversely influential in the impressions people form and the decisions people make (Hebl, Foster, Mannix, & Dovidio, 2002; Hebl & Mannix, 2003; Hebl, King, Glick, Singletary, & Kazama, 2007; Madera & Hebl, 2011; Madera, Hebl, & Martin, 2010; King, Shapiro, Hebl, Singletary, & Turner, 2006).  Additionally, there are negative implications of interpersonal discrimination on individuals’ levels of performance (King, Hebl, Matusik, & George, 2008; Singletary & Hebl, 2009).

 

In addition to documenting current forms of discrimination, we also attempt to remediate this discrimination, the larger goal of our research.  We examine a number of remediation strategies at the individual as well as the organizational level.  We have and/or are currently examining such individual-level strategies as acknowledgment, compensation, individuation, and  adjusting realistic expectations (Bachman & Hebl, under review; Barron, Hebl, & King, under review; Griffith & Hebl, 2002; Hebl & Skorinko, 2004; King, Reilly, & Hebl, 2008; Madera & Hebl, 2009; Singletary & Hebl, 2010). A focus solely on individual-level strategies is problematic, in our view, as it misplaces responsibility for remediation on the already stigmatized individual.  As such, we also examine organizational remediation strategies such as the adoption of friendly climates, provision of behavioral scripts, enhancement of diversity figures within an organizational setting, framing of diversity goals, and mentoring programs (Avery, Hernandez, & Hebl, 2003; Avery, Richeson, Hebl, & Ambady, 2009; Hebl, Ruggs, Lin, Knight, & Tonidandel, 2011; Knight & Hebl, 2003).


As a whole, we are committed to enhancing diversity and capitalizing on its important individual and organizational utilities.