Research by Eden King, an assistant professor of psychology at George Mason University, suggests that outside factors such as weak economic variables could in fact increase workplace discrimination in parallel to the reduction of diversity programs and affirmative action policies.

The study by King and his co-researchers suggests that when people feel “threatened” by any such outside factors, opinions and attitudes towards diversity programs — even by those who initially supported them — fall dramatically. Additionally, they may be more likely to choose a non-minority for hire than a minority during economic downturn than in a more favorable climate.

“Competition for fewer jobs and resources often increases stigmatization and tension among workers, and can leave minority groups as real outsiders,” says King in the American Association for the Advancement of Science’s EurekAlert. “The reality is, diversity programs and disadvantaged groups may be the first to go in times of economic uncertainty. This causes real problems for people of socially disadvantaged groups.”

“In good economic times, people know they are supposed to support diversity and will tend to hire a minority candidate to get affirmative action points,” says King. “But when times are tough, people tend to look out for their own group and isolate outsiders, and that’s when discrimination can begin to rear its ugly head.”

Eden King is stationed at George Mason University, in Fairfax County, Virginia.

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