A new look at an old problem: A positive psychology lens on discrimination – identity builders and work-related outcomes

Abstract

Although many scholars and practitioners continue to emphasize the benefits of a diverse workforce, discrimination remains an impediment to diversity and inclusion. For African Americans, who are uniquely stigmatized in the United States as descendants of enslaved people, merely having a “black name” or Afro-centric hairstyle can result in employment discrimination. Despite these outcomes, many African Americans remain resilient while facing discrimination. Utilizing positive organizational scholarship and the positive work-related identity typology as a framework, we propose a conceptual model that examines how African Americans' experiences enable them to shape a positive identity and serve as protective buffers against discrimination. Importantly, we suggest this identity process empowers African Americans to overcome discrimination, still perform well, and not voluntarily quit. We conclude with a discussion of our model's impact on African Americans and other stigmatized minorities and suggestions for future human resource management research and practice.