or example, if I don't get hired because I'm male, clearly there's an implication to me. However, Goldman, Gutek, Stein, and Lewis (2006) suggest that we have to also look at the implications to groups and organizations, not just individuals, when we think about the effect of discrimination. As an example, an organization's reputation could be damaged by allegations of discrimination.

Some of the long-term consequences that Goldman and his colleagues identified included decreases in job performance, lower commitment to the organization, lower job satisfaction, more absenteeism, and economic consequences related to lawsuits. They also found that companies with a strong corporate image are likely to have an advantage in the marketplace, while those that have a reputation for discrimination may experience a disadvantage in the marketplace. They concluded their study with the following comments. "From an organizational standpoint, any activity that takes time away from being productive should be thoroughly scrutinized. Moreover, discrimination does just that; it creates an unwelcoming work environment that values superficial qualities instead of job-relevant outcomes" (p.808).

How might an organization use a study like this to help its managers understand the implications of discrimination, and more importantly, to build a system that supports fair employment practices?