Experiencing privilege at ethnic, gender and senior intersections

Abstract

In management studies, assumptions surround the fixed, categorical and binary nature of male, ethnic and other privileges. Compared to white, middle-class men, 'Others' are typically assumed not to experience privilege. We counter this assumption by applying intersectionality to examine privilege's juxtaposition with disadvantage. We offer an elaborated conceptualisation of organisational privilege and insight into the agency employed by individuals traditionally perceived as non-privileged. Approach: Using diaries and interviews, we analyse twenty micro-episodes from four senior minority ethnic women and men's accounts of intersecting ethnic, gender and senior identities. We identify how privilege plays out at the juxtaposition of (male gender and hierarchical) advantage with (female gender and ethnic) disadvantage. Findings: The fluidity of privilege is revealed through contextual, contested and conferred dimensions. Additionally, privilege is experienced in everyday micro-level encounters and we illustrate how 'sometimes privileged' individuals manage their identities at intersections. Research Limitations: This in-depth analysis draws on a small sample of unique British minority ethnic individuals to illustrate dimensions of privilege. Practical and social implications: It is often challenging to discuss privilege. However, our focus on atypical wielders of power challenges binary assumptions of privilege. This can provide a common platform for dominant and non-dominant group members to share how societal and organisational privileges differentially impact groups. This inclusive approach could reduce dominant group members' psychological and emotional resistance to social justice. Originality: Through bridging privilege and intersectionality perspectives, we offer a complex and nuanced perspective that contrasts against prevalent conceptions of privilege as invisible and uncontested.

The Intersections of Gender with Age and Ethnicity in Hotel Careers: Still the Same Old Privileges?

“…For example, those privileged may, at times, be penalised by association with another identifiable category of difference (Calas et al , ; Dhamoon, ). The same can be said for non‐dominant groups who, as Atewologun and Sealy (, p. 424) show, can also be ‘sometimes privileged’.…”

Looking Good and Being Good: Women Leaders in Australian Universities

“…Of this group, 15 were in Australia and 10 in New Zealand. In terms of demographic profile, their ages ranged from 35 to 67, they held roles as research assistants (2), associate lecturers (3), lecturers (11), and senior lecturers (9). Furthermore, 18 women in this group had PhD degrees and the remaining seven expected to submit within a short period of time.…”

“…Despite their privilege and positional power [9], the stark reality for women is that they are interlopers in a predominantly male world. Women are the institutional 'Other' [10].…”

Identificación con los trabajadores mayores y absentismo: moderación de la Selección, Optimización y Compensación

“…En el trabajo, las personas pueden construir su identidad en base a rasgos compartidos con otros, como edad, género o grupo profesional (Aranda, Castillo-Mayén y Montes-Berges, 2015;Atewologun y Sealy, 2014;Elliott, Kennedy y Raeside, 2015), siempre en busca de una comparación social positiva. Pero, en ocasiones, las identificaciones alcanzadas van asociadas a rasgos negativos.…”

“…At work, people can build their identity based on traits shared with others, such as age, gender or professional group, always looking for a positive social comparison (Aranda, Castillo-Mayénk, & Montes-Berges, 2015;Atewologun & Sealy, 2014;Elliott, Kennedy, & Raeside, 2015). But, at times, the identifications achieved are associated with negative traits.…”