Negotiating identity in raced and gendered workplace interactions: The use of strategic communication by African American women senior executives within dominant culture organizations

Parker, Patricia S.

doi:10.1080/01463370209385663

Cited by 35 publications

(19 citation statements)

References 15 publications

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“…The tenets of wise schooling can be directly transferred to the ST workshop: optimistic teacher-student relationship, challenge over remediation, stressing the expandability of intelligence, affirming domain belongingness, valuing multiple perspectives, role models, nonjudgmental responsiveness, and stressing self-efficacy. Additionally, the ST workshop would seek to add to the research that empowers Blacks to speak their own voices about their experiences from marginalized positions in social relations (Parker, 2002). Ideally, the space would allow Black male student-athletes to practice interpersonal contact to reduce prejudice in a safe environment before employing Allport's (1954) Contact Hypothesis in real situations (i.e., classroom, dorm room, etc.).…”

Section: Implications and Future Directionsmentioning

confidence: 99%

Who is Whistling Vivaldi? How Black football players engage with stereotype threats in college

Griffin

2016

International Journal of Qualitative Studies in Education

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Who is Whistling Vivaldi?: How Black Football Players Engage with Stereotype Threats in CollegeWhitney Nicole Griffin Chair of the Supervisory Committee:Professor Clayton Cook Educational PsychologyResearch has shown that the threat of negative stereotypes can have pernicious effects on the decision-making thoughts and behaviors for those who are targets (Steele, 2011). When college students and professors subscribe to stereotypes that student-athletes enter college based solely on their physical abilities rather than their academic and intellectual capabilities, targets of the stereotypes may experience identity dissonance that exacerbates their decisions, behaviors, and ultimately their academic performance. In light of the impact of negative stereotypes on student-athlete performance, the purpose of this dissertation was to conduct a phenomenological, qualitative study that examined how Black male football players engage and cope with negative stereotypes at a predominantly White institution (PWI). Data was collected and analyzed from semi-structured interviews with 10 Black male football student-athletes employing grounded theory methodology to examine how they experience, are affected by, and respond to negative stereotypes.Empirical results elucidate various strategies employed to engage with stereotype threat.Thematic categories include responses that exacerbated, habituated to, or mitigated the stereotype encounter. The current study investigates the successful coping strategies Black football players currently use. Emergent themes gained from this inquiry helped the researcher 4 identify specific harbingers for interventions that would inculcate Black male student-athletes with tools to mitigate negative stereotypes that may undermine their performance in college and all areas of life. Implications are further discussed for postulating an institutionalized workshop series designed to teach effective coping mechanisms for all Black athletes.

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Section: Implications and Future Directionsmentioning

confidence: 99%

Who is Whistling Vivaldi? How Black football players engage with stereotype threats in college

Griffin

2016

International Journal of Qualitative Studies in Education

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“…The senior employees continuously kept their racial identity at the forefront of each communicative act (Parker, 2002). Other Black women reported downplaying race as a potential constraint to their work when communicating with other employees (Parker, 2002). Both responses limit one"s identity in the workplace by inhibiting ones authentic self.…”

Section: Cultural Normsmentioning

confidence: 99%

“…To assess identity negotiation, Parker (2002) used a thematic analysis of interviews with African American senior executives within a predominantly white organization, finding that some Black women employed a "self-surveillance in which they maintained a heightened awareness of their visibility as Black women" (p. 263). The senior employees continuously kept their racial identity at the forefront of each communicative act (Parker, 2002). Other Black women reported downplaying race as a potential constraint to their work when communicating with other employees (Parker, 2002).…”

Section: Cultural Normsmentioning

confidence: 99%

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Communicating Identity in the Workplace and Affinity Group Spaces

Lambertz-Berndt¹

2016

Studies in Media and Communication

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The following paper examined affinity group creation and purpose through an identity management lens by addressing the utility of an affinity group for those currently involved in homogeneous racial and nonracial groups as well as larger organizational diversity sessions. A thematic analysis revealed affinity group perceptions including several subthemes (logistics, helpful, harmful, more heterogeneity, and exclusion of identity). Organizational diversity sessions at large revealed similar subthemes (legitimizing identity, lack of safe spaces, intersectionality, and surface level discussions). Understanding how employees view organizational diversity efforts better equip organizations to enact specific diversity strategies that move beyond the mere rhetoric of diversity.

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“…Our assessment of WAG characteristics revealed that these groups provide great benefits for their members. However, in their current state, WAGs are not currently positioned to address the barriers inherent in the power structures that privilege interests and experiences of the dominant culture that simultaneously silence or ignore marginalized IT women [23], [26]. Therefore our investigation of WAGs must be theoretically based and grounded in critical epistemology that will uncover these power dynamics and give voice to marginalized groups [23], [37].…”

Section: A Need For Theoretically Grounded Critical Research On Wagsmentioning

confidence: 99%

Are Women Affinity Groups Enough to Solve the Retention Problem of Women in the IT Workforce?

Annabi

Tari

2018

Proceedings of the 51st Hawaii International Conference on System Sciences

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Negotiating identity in raced and gendered workplace interactions: The use of strategic communication by African American women senior executives within dominant culture organizations

Cited by 35 publications

References 15 publications

Who is Whistling Vivaldi? How Black football players engage with stereotype threats in college

Who is Whistling Vivaldi? How Black football players engage with stereotype threats in college

Communicating Identity in the Workplace and Affinity Group Spaces

Are Women Affinity Groups Enough to Solve the Retention Problem of Women in the IT Workforce?

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