Gendered subtleties in career trajectories: Individual and systemic impacts of covert workplace mistreatment

This dissertation consists of four empirical studies aimed at examining how subtle workplace mistreatment and neodiscrimination kick start a series of processes that ultimately stall female career progression. The dissertation focuses on three key subtle mistreatment/neo-discrimination constructs: GCQ, lookism, and workplace incivility, across individual and systemic levels, to provide an explanation for the continuance of gender inequities in the workplace. The first study (N = 1,088) develops the theoretical and empirical foundations of the novel concept of GCQ. As a form of subtle gender discrimination that undermines women’s credibility in professional settings, GCQ requires clear conceptualization and measurement, yet there is no established assessment tool to date. To address this need, the first study is a multi-phase scale development and validation project. The second study (N = 699) investigates the individual-level psychological consequences of neo-discrimination and subtle workplace mistreatment, with an emphasis on gender differences. Specifically, it explores how a climate of lookism can foster other forms of subtle mistreatment, not directly tied to physical appearance (i.e., incivility), which in turn diminishes employees’ sense of workplace belonging and reduces their perceived employability. The third study (N = 1,072) broadens the lens of neo-discrimination from individual experiences to observd experiences, focusing on observers as a reflection of organizational preferences that contribute to gender inequality in the workplace. Utilizing an experimental design with video vignettes and AI voice integration, this study examines how witnessing GCQ influences observers' perceptions of both the target and the perpetrator, particularly regarding their leadership qualities and potential. This work highlights how subtle mistreatment can reinforce systemic biases that influence promotion decisions and leadership pipelines. The fourth and final study (N = 457) adopts a longitudinal approach to explore how subtle mistreatment can escalate over time, both in terms of behavioral intensity, intentionality, selectivity and specificity. It examines how women who experience general subtle mistreatment (i.e., incivility) may eventually experience more specific (i.e., GCQ) and intense forms of mistreatment (i.e., work-related bullying) which devalue their role and contributions in the workplace. This specific escalation has significant implications for how women’s careers are stalled or derailed, not due to overt discrimination, but through the gradual accumulation of subtle mistreatment and reputational harm. Together, these four studies offer a comprehensive exploration of the gendered career impacts of neo-discrimination and subtle workplace mistreatment, advancing understanding at the individual level and beyond. By naming, conceptualizing, and measuring GCQ and investigating its interaction with other workplace mistreatment constructs, this dissertation contributes to a deeper understanding of how gender inequities persist in the workplace, even in the absence of overt discrimination.