| Abstract: | Scenarios involving ambiguous or unambiguous threats of racial harassment were crossed with four managerial response strategies (taking action, acknowledgment, reframing, denial). Results suggest that minority members are more likely to view repeated racial jokes as severe and are more likely to report the behavior to a manager. For minority group members, racial identification moderated the relationship between type of harassment and perceived severity. For majority group members, blindness to privilege and unawareness of racial issues moderated the relationship between type of harassment and likelihood to report the incident. Taking action was associated with more positive perceptions of organizational justice and a belief that the organization would be less tolerant toward future incidents involving racial harassment. Differences across groups (Whites, African Americans, Hispanics/Latinos, and Asians) were found, suggesting a perceptual gap based on racial schema. |
