New Racism

Romm, Norma R. A.

doi:10.1007/978-90-481-8728-7

Cited by 41 publications

(3 citation statements)

References 115 publications

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“…Action research need not and should not be conducted void of theoretical and empirical analysis (Romm, 2010). Our knowledge of the action research design positioned us to compare the theorized design functions of the action research tools with what we observed of their use in real practice settings.…”

Section: Notesmentioning

confidence: 99%

Sustaining change towards racial equity through cycles of inquiry

Dowd

Liera

2018

EPAA

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Many national, state, and institutional policies and initiatives advocate for change in higher education through structured forms of data use. The case study of “Old Main University” presented in this article shows how local reformers (n=9) drew on data and data use tools provided by a long-term action research project implemented at the university to advance racial equity goals at their university. The case narrative utilizes practice theory, cultural historical activity theory (CHAT), and narrative inquiry to illustrate how administrative leaders and faculty at Old Main University coordinated their efforts in a sustained manner through two cycles of practitioner inquiry that was responsive to policy goals. The findings show that data use is productive to promote racial equity when data and data use protocols are used iteratively and in interaction among practitioners who use them to identify inequities rooted in their own practices. The findings support the conclusion that, to sustain change efforts as long-term (mesogenetic) projects, policy makers and local reformers should plan to iteratively redesign data tools, practices, and policies to institute changes in everyday (microgenetic) work practices. Such purposeful redesign holds potential to re-structure professional interactions, sustain motivation and organizational learning, and acculturate practitioners to equity as a standard of practice.

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Section: Notesmentioning

confidence: 99%

Sustaining change towards racial equity through cycles of inquiry

Dowd

Liera

2018

EPAA

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“…The findings of this study show the existence of institutional, cultural, color‐blind, and gendered (see Essed, 1991) racism. Institutional racism operates through networks across social institutions at an institutional level while cultural racism prioritizes those who are positioned within the major cultural group (Romm, 2010). Color‐blind racism is, instead, a mechanism that confers institutionalized practices of racism (Romm, 2010, p. 99) and is embedded with a color‐blind ideology which silences all sorts of explanations related to race affairs, rendering them “raceless” (Bonilla‐Silva, 2015, p. 7).…”

Section: Unequal Effects Of Racism On the Vertical Career Growth Of A...mentioning

confidence: 99%

White Anglo patriarchal possession in organizations: Unequal vertical career progressions among Anglo White & non‐Anglo White highly skilled immigrant women

Carangio

2023

Gender Work & Organization

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Within the discussion of highly skilled immigrant women workers in organizations, dominant discourses continue to pay little attention to the gender/racial dimension in relation to career progression. Although research of skilled immigrant women has revealed important insights into how the intersection of gender, race, and class shape women's work experience, the White Anglo colonial male promotion practices inscribed on Australian organizations in relation to skilled immigration remain little researched in Australia. This article explores the differences between the career progressions of cisgender, highly skilled immigrant women of different racial and ethnic backgrounds employed in a variety of industries. It reveals how both Anglo White and non-Anglo White highly skilled immigrant women were affected by colonial patriarchal power relations, which served to hinder their career progression. However, the Whiteness of the top levels of the Australian capitalist colonial labor market benefitted the White Anglo group's vertical career growth.

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“…It planned to sell the risk of approximately $5 million liability covering damage for one of its loyal customers (ExxonMobil). By making this deal, J.P Morgan could not only keep good relationship with its client, but also freed up a fair amount of cash to be lent out that would otherwise serve as capital reserved against the risk (Romm, 2010). The unprecedented contract was later dubbed "Credit Default Swap".…”

Section: The Shift To Cds Marketmentioning

confidence: 99%

Lessons From The 2008 Global Financial Crisis: Imprudent Risk Management And Miss Calculated Regulation

Vo¹

2015

j. manag. sci.

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New Racism

Cited by 41 publications

References 115 publications

Sustaining change towards racial equity through cycles of inquiry

Sustaining change towards racial equity through cycles of inquiry

White Anglo patriarchal possession in organizations: Unequal vertical career progressions among Anglo White & non‐Anglo White highly skilled immigrant women

Lessons From The 2008 Global Financial Crisis: Imprudent Risk Management And Miss Calculated Regulation

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