MIKKI HEBL

In addition to documenting discrimination, we also focus on ways of remediating this discrimination, the larger goal of our research. We examine a number of remediation strategies at the individual as well as the organizational level. We have and/or are currently examining such individual-level strategies as acknowledgment, compensation, individuation, and adjusting realistic expectations (Morgan, Singletary, Hebl, & King, 2013; Lyons, Martinez, Ruggs, Hebl, Ryan, O'Brien, & Roebuck, 2016; King, Reilly, & Hebl, 2008; Madera & Hebl, 2009; Singletary & Hebl, 2010). A focus solely on individual-level strategies is problematic, in our view, as it misplaces responsibility for remediation on the already stigmatized individual. Thus, we also examine organizational remediation strategies such as the adoption of friendly climates, provision of behavioral scripts, enhancement of diversity figures within an organizational setting, framing of diversity goals, and mentoring programs (Avery,..