Despite changes in their representation and visibility, there are still serious concerns about the inclusion and day-to-day workplace challenges various groups face (e.g., women, ethnic and cultural minorities, LGBTQ+, people as they age, and those dealing with physical or mental disabilities). Men are also underrepresented in specific work fields, in particular those in Health care, Elementary Education, and the Domestic sphere (HEED). Previous literature has shown that group stereotypes play an important role in maintaining these inequalities. We outline how insights from research into stigma, social identity, and self-regulation together increase our understanding of how targets are affected by and regulate negative stereotypes in the workplace. This approach starts from the basis that members of negatively stereotyped groups are not just passive recipients of negative attitudes, stereotypes, and behaviors but are active individuals pursuing multiple goals, such as goals for belonging and achievement. We argue that it is only by understanding stigma from the target’s perspective (e.g., how targets are affected and respond) that we can successfully address workplace inequality. Key in this understanding is that stereotypes, prejudice, and discrimination have taken on much more subtle forms, with consequences for the way members of stigmatized groups cope. These insights lead us to propose an approach to understanding barriers to workplace equality that highlights four key aspects: (1) the different (often subtle) potential triggers of identity threat in the workplace for members of stigmatized groups; (2) the ways in which members of stigmatized groups cope with these threats; (3) the role of supportive factors that mitigate potential threats and affect self-regulation; and (4) potential hidden costs for the self or others of what appears at first to be effective self-regulation. The focus on threats, coping, support, and potential hidden costs helps us understand why current diversity efforts are not always successful in increasing and maintaining members of stigmatized groups in organizations and provides insight into how we can aid efforts to effectively lower barriers to workplace equality.

Abstract We present a case study of a small talk sequence in a Belgian workplace between two female colleagues with a migration background, in which they share stories with each other on racial micro-aggressions they personally experienced. We draw on the social practice approach and focus on the narrators’ identity work in this interaction. We found that the narrators construct stories in which powerless and outgroup identities are projected upon them in the storyworld, but by means of which more empowered identities and an ingroup with the interlocutor are talked into being in the storytelling world. Interestingly, these findings can be linked to the rejection-identification dynamic. This social psychological model shows that individuals who experienced discrimination are able to buffer negative consequences to their psychological well-being by identifying with the group that is discriminated against. This article adds to this earlier research by showing the crucial role of language, in particular of storytelling and small talk, in this rejection-identification dynamic.

The field of sociolinguistics recently witnessed an upsurge of studies that investigate the way and period in which children acquire the social meaning of language, and that scrutinize the role of input for that acquisition. Language variation is at the same time increasingly studied in fictional genres, which have long been ignored because of the sociolinguistic emphasis on ‘authentic’ language use. Both areas are brought together in this study, which looks into children’s exposure to language variation in Flemish child-directed media. Through a corpus analysis of the language use and the social characteristics of 260 characters from 12 audio plays for children, we address three research questions: (RQ1) how diverse is the language repertoire to which children are exposed in Flemish audio plays?; (RQ2) how can we categorize the language use of the characters in the audio plays while taking into account the diaglossic continuum of varieties in the Flemish linguistic landscape?; (RQ3) which social characteristics are indexed by the varieties in the audio plays? The results show that (i) the Flemish diaglossic language repertoire is reflected in the classification of the language use of the characters; (ii) Colloquial Belgian Dutch and the Belgian Dutch standard language serve as reference varieties in the corpus; (iii) the Belgian Dutch standard language is most typically associated with prestige, whereas West-Flemish and French have a notably more diverse social meaning potential.

OECD reports a mismatch between field of study and job content for Humanities students, while at the same time signalling labour market shortages for skills that seem clearly linked with the Humanities, e.g. delivering information. In order to investigate which skills Humanities students associate with their university studies, we conducted a survey among 1306 European Humanities and 231 non-Humanities students. The survey asked these students whether they felt they acquired skills during their Humanities university education which were identified in a pilot phase. The students’ answers were analysed quantitatively, arriving at a Humanities self-perception skills profile of 70 detailed descriptions of skills that fall under six clusters. We argue that this profile could be a crucial step to improve the employability of Humanities students, as students’ perceptions of their skills greatly determine the quality of transition to the labour market.

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