Research on the Discrimination of Marginalized Employees: Fishing in Other Ponds

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This article extends the assertion by Ruggs et al. (2013) that industrial–organizational (I–O) psychologists have underresearched discrimination against marginalized groups other than African Americans (race-Black) and women. We examined the research published in the top social psychology journals on workplace discrimination with regard to Ruggs et al.'s seven marginalized groups. Restricting the review to I–O journals, as was done by Ruggs et al., may provide a limited view of available research. As research on discrimination against marginalized groups by its nature draws heavily from sociopsychological concepts, such as stereotyping, prejudice, outgroups, and social identity (Landy 2008; Nadler & Stockdale, 2012), it would follow that these outlets may be where such research is being published. Perhaps I–O journals have a stronger preference than social psychology journals for methodologies such as the use of field samples that are difficult for discrimination scholars to use. This preference may possibly lead to higher publication rates of such research in social psychology journals. Without examining both types of journals, the picture of research conducted on discrimination against marginalized groups is incomplete. Thus, the questions we address in this commentary are as follows: Is research on discrimination against marginalized groups being published in top-tier social psychological journals at greater frequency than top-tier I–O journals, and do some marginalized groups (excluding Blacks and women) receive more or less attention in I–O compared to social psychology journals?