Abstract

This study investigates the influence of Dunning-Kruger's effects on employee’s acceptance and rejection of workplace discrimination, focusing on how feelings of inferiority and superiority shape these behaviors. Employing a qualitative research approach, semi-structured interviews were conducted with 30 employees from the banking sector in Bahawalpur, Pakistan. These interviews chosen for their conversational nature provided deeper insights into the participants’ genuine perspectives. The study utilizes convenience and snowball sampling techniques with a non-probability sampling framework to select the sample. Thematic analysis was employed to interpret the data. The findings of this study underscore the significant role of the Dunning-Kruger effect in shaping employee’s response to workplace discrimination, offering valuable insights for organizations to develop more effective strategies for managing workplace dynamics and reducing discrimination.