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Human Relations, Vol. 60, No. 6, 953-980 (2007)
DOI: 10.1177/0018726707080082

Discrimination and stigmatization in work organizations: A multiple level framework for research on genetic testing

Lizabeth A. Barclay

School of Business Administration, Oakland University, barclay{at}oakland.edu

Karen S. Markel

School of Business Administration, Oakland University, markel{at}oakland.edu

In this article, we examine how genetic testing may be the basis of a new form of exclusion in organizations. Testing reveals the genetic composition of an individual and can identify genetically linked conditions. Discrimination, related to genetic composition, may occur through either the stigmatization or categorization of individuals or groups based on genetic test results. The potential impact of genetic testing and the associated discriminatory processes on both employees and organizations is outlined. This research discusses individual (stigmatization, perceived discrimination, and symptom timing and visibility), organizational (actual discrimination, genetic testing use and accommodation) and environmental (regulatory agencies, genetic testing laboratories, insurance providers and genetic advocacy groups) factors that impact genetic testing. Lastly, we propose research questions linked to these factors to guide future organizational study.

Key Words: discrimination • genetic testing • human resource management • organizational behavior


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