Partial inclusion and biculturalism of African Americans

Abstract

Purpose -More than 40 years after the passage of the Civil Rights Act of 1964, African Americans experienced partial inclusion in corporate America and to a certain extent have had to maintain a bicultural identity to function. This article aims to provide insight into the lived experience of African Americans in corporate America to illustrate the experience and effect of partial inclusion and biculturalism. Design/methodology/approach -The paper explores the lived experience of partial inclusion and biculturalism, phenomenological interviews were conducted with a small number of African Americans who work or worked in corporate America. Findings -As a result of partial inclusion, the participants often did not engage in social interaction to the same extent as their colleagues which resulted in them having less information, less access to social networks, and less of a sense of belonging in the organization. Consequently, they often felt less connected to the organization and had to work harder to compensate for the deficit this created. This coupled with the absence of a sense of belonging may have decreased their level of satisfaction and increased the need to keep their two worlds separate. This made life more difficult for them Research limitations/implications -This study examined the careers and experiences of a small number of African Americans who worked in corporate America during the 1960s and 1970s. Future research should include examining the careers and experiences of African Americans and other minorities who have entered corporate America more recently. Practical implications -Creating an inclusive workplace will foster and environment where employees feel more of a connection to their organizations and their coworkers and allow them to focus more of their efforts on meeting organizational goals rather than on overcoming deficits created by lack of information and balancing between two worlds. Originality/value -This article explores the lived experience of partial inclusion and biculturalism noting that in some cases African Americans consciously chose not to participate in social events. The concept of double partial inclusion in which African Americans did not feel that they were fully included in the corporate culture or the African American culture was introduced.

Reflections on the labyrinth: Investigating black and minority ethnic leaders’ career experiences

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Using g alternatives to reduce subgroup differences when predicting US public‐sector performance

“…Likewise, the USA and other similarly industrialized nations should benefit from the increase in diversity when hiring practices are fair and without adverse impact. The American Civil Rights Act of 1964 made it unlawful to exclude minorities in hiring situations, yet Dawson (2006) notes that more than 40 years later, minorities such as African Americans still have not found total inclusion in corporate America. This author noted that legislation and changes in the US legal environment have resulted in compliance (or the appearance of compliance) with laws that require fair representation of minorities (Dawson, 2006); however, unintentional discrimination may still exist.…”

“…The American Civil Rights Act of 1964 made it unlawful to exclude minorities in hiring situations, yet Dawson (2006) notes that more than 40 years later, minorities such as African Americans still have not found total inclusion in corporate America. This author noted that legislation and changes in the US legal environment have resulted in compliance (or the appearance of compliance) with laws that require fair representation of minorities (Dawson, 2006); however, unintentional discrimination may still exist. The findings of the current study address this issue by suggesting a means of applicant selection (reducing subgroup test score differences and including contextual performance behaviors) that will minimize the affects of disproportionate hiring, otherwise known as adverse impact.…”

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“…Consequently, members, including committed members, may experience tension when attempting to both conform to a group and pursue a unique self within that group (Kates, 2002;Thomas et al, 2013). Bicultural individuals, for example, often struggle with their sense of belonging, despite being well established in both cultures (Dawson, 2006).…”