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Specifically, the authors explore whether: (1) Whites react more negatively than minorities when they" /> <meta name="twitter:image" content="https://0.academia-photos.com/1222637/442175/3148478/s200_eddy.ng.jpg" /> <meta property="fb:app_id" content="2369844204" /> <meta property="og:type" content="article" /> <meta property="og:url" content="https://www.academia.edu/103114793/White_and_minority_employee_reactions_to_perceived_discrimination_at_work_evidence_of_White_fragility" /> <meta property="og:title" content="White and minority employee reactions to perceived discrimination at work: evidence of White fragility?" /> <meta property="og:image" content="http://a.academia-assets.com/images/open-graph-icons/fb-paper.gif" /> <meta property="og:description" content="PurposeBuilding on the notion of “White fragility,” this study aims to explore how Whites react and cope with perceived discrimination at work. Specifically, the authors explore whether: (1) Whites react more negatively than minorities when they" /> <meta property="article:author" content="https://dal.academia.edu/EddyNg" /> <meta name="description" content="PurposeBuilding on the notion of “White fragility,” this study aims to explore how Whites react and cope with perceived discrimination at work. Specifically, the authors explore whether: (1) Whites react more negatively than minorities when they" /> <title>(PDF) White and minority employee reactions to perceived discrimination at work: evidence of White fragility? | Eddy S Ng - Academia.edu</title> <link rel="canonical" href="https://www.academia.edu/103114793/White_and_minority_employee_reactions_to_perceived_discrimination_at_work_evidence_of_White_fragility" /> <script async src="https://www.googletagmanager.com/gtag/js?id=G-5VKX33P2DS"></script> <script> window.dataLayer = window.dataLayer || []; function gtag(){dataLayer.push(arguments);} gtag('js', new Date()); gtag('config', 'G-5VKX33P2DS', { cookie_domain: 'academia.edu', send_page_view: false, }); gtag('event', 'page_view', { 'controller': "single_work", 'action': "show", 'controller_action': 'single_work#show', 'logged_in': 'false', 'edge': 'unknown', // Send nil if there is no A/B test bucket, in case some records get logged // with missing data - that way we can distinguish between the two cases. // ab_test_bucket should be of the form <ab_test_name>:<bucket> 'ab_test_bucket': null, }) </script> <script> var $controller_name = 'single_work'; var $action_name = "show"; var $rails_env = 'production'; var $app_rev = '49879c2402910372f4abc62630a427bbe033d190'; var $domain = 'academia.edu'; var $app_host = "academia.edu"; var $asset_host = "academia-assets.com"; var $start_time = new Date().getTime(); var $recaptcha_key = "6LdxlRMTAAAAADnu_zyLhLg0YF9uACwz78shpjJB"; var $recaptcha_invisible_key = "6Lf3KHUUAAAAACggoMpmGJdQDtiyrjVlvGJ6BbAj"; var $disableClientRecordHit = false; </script> <script> window.require = { config: function() { return function() {} } } </script> <script> window.Aedu = window.Aedu || {}; window.Aedu.hit_data = null; window.Aedu.serverRenderTime = new Date(1732461939000); window.Aedu.timeDifference = new Date().getTime() - 1732461939000; </script> <script type="application/ld+json">{"@context":"https://schema.org","@type":"ScholarlyArticle","abstract":"PurposeBuilding on the notion of “White fragility,” this study aims to explore how Whites react and cope with perceived discrimination at work. Specifically, the authors explore whether: (1) Whites react more negatively than minorities when they perceive discrimination at work and (2) Whites are more likely than minorities to restore the status quo by leaving the situation when they perceive discrimination at work.Design/methodology/approachData for this study were obtained from the Professional Worker Career Experience Survey. In total, 527 working professionals from multiple organizations across the central USA participated in the survey.FindingsThe authors find evidence that Whites experience more negative psychological effects (i.e. lower job satisfaction and higher work stress) from perceived discrimination than minority employees and are more likely to act to restore conditions of privilege by leaving their current job and employer. The stronger negative effects of perceived d...","author":[{"@context":"https://schema.org","@type":"Person","name":"Eddy S Ng"}],"contributor":[],"dateCreated":"2023-06-09","dateModified":null,"datePublished":"2020-01-01","headline":"White and minority employee reactions to perceived discrimination at work: evidence of White fragility?","inLanguage":"en","keywords":["Psychology","Social Psychology","Perception","Job Satisfaction","Business and Management","Work Stress","Manpower","Status Quo","Perceived Discrimination","Human Resources Management","racial stress","White Fragility"],"locationCreated":null,"publication":"International Journal of Manpower","publisher":{"@context":"https://schema.org","@type":"Organization","name":"Emerald"},"image":null,"thumbnailUrl":null,"url":"https://www.academia.edu/103114793/White_and_minority_employee_reactions_to_perceived_discrimination_at_work_evidence_of_White_fragility","sourceOrganization":[{"@context":"https://schema.org","@type":"EducationalOrganization","name":"dal"}]}</script><link rel="stylesheet" media="all" href="//a.academia-assets.com/assets/single_work_page/loswp-352e32ba4e89304dc0b4fa5b3952eef2198174c54cdb79066bc62e91c68a1a91.css" /><link rel="stylesheet" media="all" href="//a.academia-assets.com/assets/design_system/body-8d679e925718b5e8e4b18e9a4fab37f7eaa99e43386459376559080ac8f2856a.css" /><link rel="stylesheet" media="all" href="//a.academia-assets.com/assets/design_system/button-3cea6e0ad4715ed965c49bfb15dedfc632787b32ff6d8c3a474182b231146ab7.css" /><link rel="stylesheet" media="all" 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[{"id":103208242,"identifier":"Attachment_103208242","shouldShowBulkDownload":false}]; window.loswp.shouldDetectTimezone = true; window.loswp.shouldShowBulkDownload = true; window.loswp.showSignupCaptcha = false window.loswp.willEdgeCache = false; window.loswp.work = {"work":{"id":103114793,"created_at":"2023-06-09T11:12:28.957-07:00","from_world_paper_id":235464259,"updated_at":"2024-08-19T16:40:01.690-07:00","_data":{"abstract":"PurposeBuilding on the notion of “White fragility,” this study aims to explore how Whites react and cope with perceived discrimination at work. Specifically, the authors explore whether: (1) Whites react more negatively than minorities when they perceive discrimination at work and (2) Whites are more likely than minorities to restore the status quo by leaving the situation when they perceive discrimination at work.Design/methodology/approachData for this study were obtained from the Professional Worker Career Experience Survey. In total, 527 working professionals from multiple organizations across the central USA participated in the survey.FindingsThe authors find evidence that Whites experience more negative psychological effects (i.e. lower job satisfaction and higher work stress) from perceived discrimination than minority employees and are more likely to act to restore conditions of privilege by leaving their current job and employer. The stronger negative effects of perceived d...","publisher":"Emerald","publication_date":"2020,,","publication_name":"International Journal of Manpower"},"document_type":"paper","pre_hit_view_count_baseline":null,"quality":"high","language":"en","title":"White and minority employee reactions to perceived discrimination at work: evidence of White fragility?","broadcastable":true,"draft":null,"has_indexable_attachment":true,"indexable":true}}["work"]; window.loswp.workCoauthors = [1222637]; window.loswp.locale = "en"; window.loswp.countryCode = "SG"; window.loswp.cwvAbTestBucket = ""; window.loswp.designVariant = "ds_vanilla"; window.loswp.fullPageMobileSutdModalVariant = "full_page_mobile_sutd_modal"; window.loswp.useOptimizedScribd4genScript = false; window.loswp.appleClientId = 'edu.academia.applesignon';</script><script defer="" src="https://accounts.google.com/gsi/client"></script><div class="ds-loswp-container"><div class="ds-work-card--grid-container"><div class="ds-work-card--container js-loswp-work-card"><div class="ds-work-card--cover"><div class="ds-work-cover--wrapper"><div class="ds-work-cover--container"><button class="ds-work-cover--clickable js-swp-download-button" data-signup-modal="{"location":"swp-splash-paper-cover","attachmentId":103208242,"attachmentType":"pdf"}"><img alt="First page of “White and minority employee reactions to perceived discrimination at work: evidence of White fragility?”" class="ds-work-cover--cover-thumbnail" src="https://0.academia-photos.com/attachment_thumbnails/103208242/mini_magick20230609-1-mdld5a.png?1686334456" /><img alt="PDF Icon" class="ds-work-cover--file-icon" src="//a.academia-assets.com/assets/single_work_splash/adobe.icon-574afd46eb6b03a77a153a647fb47e30546f9215c0ee6a25df597a779717f9ef.svg" /><div class="ds-work-cover--hover-container"><span class="material-symbols-outlined" style="font-size: 20px" translate="no">download</span><p>Download Free PDF</p></div><div class="ds-work-cover--ribbon-container">Download Free PDF</div><div class="ds-work-cover--ribbon-triangle"></div></button></div></div></div><div class="ds-work-card--work-information"><h1 class="ds-work-card--work-title">White and minority employee reactions to perceived discrimination at work: evidence of White fragility?</h1><div class="ds-work-card--work-authors ds-work-card--detail"><a class="ds-work-card--author js-wsj-grid-card-author ds2-5-body-md ds2-5-body-link" data-author-id="1222637" href="https://dal.academia.edu/EddyNg"><img alt="Profile image of Eddy S Ng" class="ds-work-card--author-avatar" src="https://0.academia-photos.com/1222637/442175/3148478/s65_eddy.ng.jpg" />Eddy S Ng</a></div><p class="ds-work-card--detail ds2-5-body-sm">2020, International Journal of Manpower</p><p class="ds-work-card--work-abstract ds-work-card--detail ds2-5-body-md">PurposeBuilding on the notion of “White fragility,” this study aims to explore how Whites react and cope with perceived discrimination at work. Specifically, the authors explore whether: (1) Whites react more negatively than minorities when they perceive discrimination at work and (2) Whites are more likely than minorities to restore the status quo by leaving the situation when they perceive discrimination at work.Design/methodology/approachData for this study were obtained from the Professional Worker Career Experience Survey. In total, 527 working professionals from multiple organizations across the central USA participated in the survey.FindingsThe authors find evidence that Whites experience more negative psychological effects (i.e. lower job satisfaction and higher work stress) from perceived discrimination than minority employees and are more likely to act to restore conditions of privilege by leaving their current job and employer. The stronger negative effects of perceived d...</p><div class="ds-work-card--button-container"><button class="ds2-5-button js-swp-download-button" data-signup-modal="{"location":"continue-reading-button--work-card","attachmentId":103208242,"attachmentType":"pdf","workUrl":"https://www.academia.edu/103114793/White_and_minority_employee_reactions_to_perceived_discrimination_at_work_evidence_of_White_fragility"}">See full PDF</button><button class="ds2-5-button ds2-5-button--secondary js-swp-download-button" data-signup-modal="{"location":"download-pdf-button--work-card","attachmentId":103208242,"attachmentType":"pdf","workUrl":"https://www.academia.edu/103114793/White_and_minority_employee_reactions_to_perceived_discrimination_at_work_evidence_of_White_fragility"}"><span class="material-symbols-outlined" style="font-size: 20px" translate="no">download</span>Download PDF</button></div></div></div></div><div data-auto_select="false" data-client_id="331998490334-rsn3chp12mbkiqhl6e7lu2q0mlbu0f1b" data-doc_id="103208242" data-landing_url="https://www.academia.edu/103114793/White_and_minority_employee_reactions_to_perceived_discrimination_at_work_evidence_of_White_fragility" data-login_uri="https://www.academia.edu/registrations/google_one_tap" data-moment_callback="onGoogleOneTapEvent" id="g_id_onload"></div><div class="ds-top-related-works--grid-container"><div class="ds-related-content--container ds-top-related-works--container"><h2 class="ds-related-content--heading">Related papers</h2><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="0" data-entity-id="67542502" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/67542502/An_Integrative_Framework_on_the_Nature_Antecedents_and_Outcomes_of_Perceived_Discrimination_in_the_Workplace">An Integrative Framework on the Nature, Antecedents and Outcomes of Perceived Discrimination in the Workplace</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="144066244" href="https://independent.academia.edu/SocorroMendoza3">Socorro Mendoza</a></div><p class="ds-related-work--metadata ds2-5-body-xs">2010</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"An Integrative Framework on the Nature, Antecedents and Outcomes of Perceived Discrimination in the Workplace","attachmentId":78319831,"attachmentType":"pdf","work_url":"https://www.academia.edu/67542502/An_Integrative_Framework_on_the_Nature_Antecedents_and_Outcomes_of_Perceived_Discrimination_in_the_Workplace","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/67542502/An_Integrative_Framework_on_the_Nature_Antecedents_and_Outcomes_of_Perceived_Discrimination_in_the_Workplace"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="1" data-entity-id="37908145" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/37908145/Workplace_Racial_Discrimination_and_Middle_Class_Vulnerability">Workplace Racial Discrimination and Middle Class Vulnerability</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="15925209" href="https://southwestern.academia.edu/RByron">Reggie Byron</a></div><p class="ds-related-work--abstract ds2-5-body-sm">Middle-class minority workers have skill and human capital credentials which should confer protections and relative workplace power. 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Whiteness in the Diversity Management Literature</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="457492" href="https://syr.academia.edu/DianeGrimes">Diane Grimes</a></div><p class="ds-related-work--abstract ds2-5-body-sm">This study presents three perspectives on whiteness--interrogating, re-centering, and masking whiteness--that have important implications for power in organizations. I illustrate, through a textual analysis of diversity management articles, how one of these perspectives, interrogating whiteness, works to name, unmask and de-center whiteness, bringing to light hidden assumptions about difference. The second perspective, re-centering whiteness, appears progressive because difference is recognized, yet ultimately whiteness remains center-stage, resulting in superficial organizational change. 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ds2-5-body-link" href="https://www.academia.edu/82315984/Appendix_Supplemental_material_for_Entitlement_and_Perceived_Racial_Discrimination_The_Missing_Links_to_White_Opinions_Toward_Affirmative_Action_and_Preferential_Hiring_and_Promotion">Appendix – Supplemental material for Entitlement and Perceived Racial Discrimination: The Missing Links to White Opinions Toward Affirmative Action and Preferential Hiring and Promotion</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="221535961" href="https://independent.academia.edu/LatashaDehaan">Latasha Dehaan</a></div><p class="ds-related-work--metadata ds2-5-body-xs">2018</p><p class="ds-related-work--abstract ds2-5-body-sm">Supplemental material, Appendix for Entitlement and Perceived Racial Discrimination: The Missing Links to White Opinions Toward Affirmative Action and Preferential Hiring and Promotion by Maruice Mangum and LaTasha DeHaan in American Politics Research</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"Appendix – Supplemental material for Entitlement and Perceived Racial Discrimination: The Missing Links to White Opinions Toward Affirmative Action and Preferential Hiring and Promotion","attachmentId":88064340,"attachmentType":"pdf","work_url":"https://www.academia.edu/82315984/Appendix_Supplemental_material_for_Entitlement_and_Perceived_Racial_Discrimination_The_Missing_Links_to_White_Opinions_Toward_Affirmative_Action_and_Preferential_Hiring_and_Promotion","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/82315984/Appendix_Supplemental_material_for_Entitlement_and_Perceived_Racial_Discrimination_The_Missing_Links_to_White_Opinions_Toward_Affirmative_Action_and_Preferential_Hiring_and_Promotion"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="7" data-entity-id="14160799" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/14160799/Racial_ethnic_harassment_and_discrimination_its_antecedents_and_its_effect_on_job_related_outcomes">Racial/ethnic harassment and discrimination, its antecedents, and its effect on job-related outcomes</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="33146694" href="https://tamu.academia.edu/MindyBergman">Mindy Bergman</a><span>, </span><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="33203368" href="https://independent.academia.edu/PatrickPalmieri">Patrick Palmieri</a></div><p class="ds-related-work--metadata ds2-5-body-xs">Journal of Occupational Health Psychology, 2012</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"Racial/ethnic harassment and discrimination, its antecedents, and its effect on job-related outcomes","attachmentId":44552955,"attachmentType":"pdf","work_url":"https://www.academia.edu/14160799/Racial_ethnic_harassment_and_discrimination_its_antecedents_and_its_effect_on_job_related_outcomes","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/14160799/Racial_ethnic_harassment_and_discrimination_its_antecedents_and_its_effect_on_job_related_outcomes"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="8" data-entity-id="7964261" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/7964261/DISCRIMINATION_WOMEN_AND_WORK_Processes_and_Variations_by_Race_and_Class">DISCRIMINATION, WOMEN, AND WORK: Processes and Variations by Race and Class</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="15183835" href="https://independent.academia.edu/SusanOrtiz">Susan Ortiz</a></div><p class="ds-related-work--metadata ds2-5-body-xs">Sociological Quarterly, 2009</p><p class="ds-related-work--abstract ds2-5-body-sm">Research on gender and workplace stratification has made clear that persistent employment, wage, and mobility gaps exist, and that discrimination at organizational and interactional levels is playing a role. Few studies, however, have been able to directly capture processes involved. In this article, we draw on unique qualitative and quantitative data pertaining to verified cases of workplace sex and race discrimination (1988 to 2003), and analyze the discriminatory experiences of African-American and white women across various occupational statuses. Notable are high levels of discriminatory firing for both groups, but higher instances of race-based promotional discrimination for black women—a pattern partially linked to their disparate concentration in sex-segregated workplaces and in positions of lower occupational prestige. Our qualitative immersion into case materials reveals influential mechanisms and employer justifications, unique manifestations of differential treatment on the job, and the use of “soft skill” criteria in gatekeeper decision making. We conclude by discussing important dimensions of workplace discrimination for women, variations by social class and race status, and how complexities of status matter for what women experience and gatekeeper behavior.</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"DISCRIMINATION, WOMEN, AND WORK: Processes and Variations by Race and Class","attachmentId":48272208,"attachmentType":"pdf","work_url":"https://www.academia.edu/7964261/DISCRIMINATION_WOMEN_AND_WORK_Processes_and_Variations_by_Race_and_Class","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/7964261/DISCRIMINATION_WOMEN_AND_WORK_Processes_and_Variations_by_Race_and_Class"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="9" data-entity-id="81377061" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/81377061/Perceived_workplace_racial_discrimination_and_its_correlates_A_meta_analysis">Perceived workplace racial discrimination and its correlates: A meta-analysis</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="106986527" href="https://un-lincoln.academia.edu/JennaPieper">Jenna Pieper</a></div><p class="ds-related-work--metadata ds2-5-body-xs">Journal of Organizational Behavior, 2015</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"Perceived workplace racial discrimination and its correlates: A meta-analysis","attachmentId":87440719,"attachmentType":"pdf","work_url":"https://www.academia.edu/81377061/Perceived_workplace_racial_discrimination_and_its_correlates_A_meta_analysis","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/81377061/Perceived_workplace_racial_discrimination_and_its_correlates_A_meta_analysis"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div></div></div><div class="ds-sticky-ctas--wrapper js-loswp-sticky-ctas hidden"><div class="ds-sticky-ctas--grid-container"><div class="ds-sticky-ctas--container"><button class="ds2-5-button js-swp-download-button" data-signup-modal="{"location":"continue-reading-button--sticky-ctas","attachmentId":103208242,"attachmentType":"pdf","workUrl":null}">See full PDF</button><button class="ds2-5-button ds2-5-button--secondary js-swp-download-button" data-signup-modal="{"location":"download-pdf-button--sticky-ctas","attachmentId":103208242,"attachmentType":"pdf","workUrl":null}"><span class="material-symbols-outlined" style="font-size: 20px" translate="no">download</span>Download PDF</button></div></div></div><div class="ds-below-fold--grid-container"><div class="ds-work--container js-loswp-embedded-document"><div class="attachment_preview" data-attachment="Attachment_103208242" style="display: none"><div class="js-scribd-document-container"><div class="scribd--document-loading js-scribd-document-loader" style="display: block;"><img alt="Loading..." src="//a.academia-assets.com/images/loaders/paper-load.gif" /><p>Loading Preview</p></div></div><div style="text-align: center;"><div class="scribd--no-preview-alert js-preview-unavailable"><p>Sorry, preview is currently unavailable. 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class="ds2-5-text-link ds2-5-text-link--inline js-related-work-grid-card-view-pdf" href="https://www.academia.edu/70707073/Organizational_Context_and_the_Well_Being_of_Black_Workers_Does_Racial_Composition_Affect_Psychological_Distress"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-related-work-sidebar-card" data-collection-position="7" data-entity-id="24004273" data-sort-order="default"><a class="ds-related-work--title js-related-work-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/24004273/African_American_men_and_the_experience_of_employment_discrimination">African American men and the experience of employment discrimination</a><div class="ds-related-work--metadata"><a class="js-related-work-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="31938454" 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