The researchers believe that the most effective solution requires two key elements: confronting the perpetrator and having a growth mindset (the willingness to believe that people generally can change). Confronting prejudice, as opposed to remaining silent, could reduce recurrence of prejudice as well as having negative self-directed emotion afterwards. In addition, holding a growth mindset allows victims to believe that they play a part in helping the perpetrator grow, leading to lower levels of pessimism when it comes to future interactions with the perpetrator. The findings show that following acts of prejudice, those who chose to confront a perpetrator and held a growth mindset were more optimistic about future interactions with the perpetrator (compared to those who chose to remain silent or did not have growth mindsets). This positive outlook was also related to a greater sense of belonging and satisfaction in the workplace. Additionally, this same group (confronters with growth mindsets) were also more likely to believe that their confrontation could change the perpetrator’s beliefs and were more surprised if they were told that they had not changed.
Of course, there may be conditions in place that may deter victims from confronting the perpetrator. However, while organizations must bear the responsibility of creating workplaces free from prejudice, it is also crucial for employees to know how to cope with these situations when they unfortunately arise. Being able to do so could have a large impact on how a victim can stay more positive, satisfied, and secure in their workplace.
Rattan, A., & Dweck, C. S. (2018). What happens after prejudice is confronted in the workplace? How mindsets affect minorities’ and women’s outlook on future social relations. Journal of Applied Psychology, 103(6), 676.