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HR Contemporary Challenges in 12-3a Ca Stress is places en or her. The Organizate place that briefly in of job sati tional stre demands Task cific jol) are more raffic ously ar Diversity Breeds Stress Audrey Murrell, an African American woman, remem- bers subtle forms of discrimination when she was in school White classmates, for example, excluded her from study groups and asserted an implicit privilege in using classroom materials before she was allowed a turn. "You're left with this feeling of 'Is it me or is it them?" says Murrell. "You know it's them, but it's hard to prove because it's not obvious discrimination "As Murrell learned, however, it takes a toll nevertheless, particularly on the emotional, mental, and even physi- cal health of the young people who suffer from it. Now a faculty member at the University of Pitts- burgh, Murrell is also well aware that the same patterns of discrimination often follow African Americans from the classroom to the workplace. "It can lead to a lot of self-doubt and lack of confidence" she says. "Then you're likely to see withdrawal and detaching oneself from the Job, which leads to internal bitterness and anger.... Bias way it affects our physical and emotional state threats diabetes, such unhealthy behaviors as smoking and alcohol/substance abuse, and mental health disorden among African Americans and other minorities, Specifically, perceived discrimination is a key fairy in what's known as chronic stress that is, longterm stress that results from lingering feelings of despart hopelessness. When it comes to the workplace.se personal discrimination. According to Sabat, Lindsey, researchers also distinguish between formal and inte and King (2014), formal discrimination usually occurs discrimination against individuaisin sud HR processes as "selection, retention, promotion or termine wother hand, interpersonal discrimination 4 sin situations that aren't directly related to such occurs" "employment outcomes as being hired or fired. Rathe be brief or infrequent. It runs the gamut from social "formal jobd tioner, it occurs in various interpersonal sonal interactions that me distancing (e.g, declining to engage i ignoring requests for help) to outright threat or her and th ment, Sabat, Lindsey, and King found that'interpersonal has very real consequences." discrimination can lead to high levels of workplace One of those consequences is stress. African stress due to the fact that it is a more chronic and perce Americans are at higher risk than whites for such sive form of discrimination than formal discrimination conditions as cardiovascular disease and diabetes, and In short, discrimination and chronic stress go research suggests a connection between differences in the prevalence of such diseases and stress-particularly hand in hand. On top of everything else, the situation is wher stress resulting from racial discrimination. According even worse for women of color such as Audrey Murrel she to the American Psychological Association, perceived and Philomena Essed, a social psychologist who intro- (the discriminationthe perception that one has experi duced the concept of gendered racism to describe the time enced discrimination because of one's race or form of double discrimination"genderism" plus son ethnicity-contributes to high blood pressure and "racism"faced by minority women not only in the work Mo place but in the basic activities of everyday life. Following tog up on Essed's theory, one team of researchers conduded that "experiences associated with concurrent racism and pro sexism are substantial sources of stress (among minority women), increasing risk for psychological distress, disor- to der, and ultimately, thoughts of suicide." it pe or THINK IT OVER CE 1. Can discrimination-related stress be eliminated?! be So, how? ti fo 2. If you were to experience discrimination-related stress, how would you respond? I cupatio so fort! stress worry bund drania throus imme aphe apbo inclu t, racial 306 PART THREE: Managing the Existing Workforce