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Abstract
A substantial amount of research exists on identifying and combating stereotypes and related biases that may improperly influence employment staffing decisions. Yet, evidence of such biases continues to appear in the reported discrimination cases and poses ongoing liability risks for employers. This paper examines various kinds of workplace stereotype biases, including those related to gender, parenthood, use of family leave, age, disability, and perceived disability, which may improperly influence performance evaluations or employment decisions based upon them. Although the behavioral science in this area has focused largely on combating implicit biases, recent U.S. appellate court cases present direct evidence of more overt biases whose effects should be readily identified and addressed. Possible explanations for the persistence of such biases in the workplace and corresponding actions to reduce or eliminate them are explored.