Race, Organizations, and the Organizing Process

Wooten, Melissa E.

doi:10.1108/s0733-558x20190000060001

Cited by 16 publications

(18 citation statements)

References 45 publications

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“…Organizational theorists have called on researchers to conceptualize organizations as racialized entities imbued with nonexplicit, White racialized values, norms, and traditions (Ray, 2019; Wooten, 2019). Whiteness is a dominant organizational racial structure shaping U.S. higher education institutions, which served in the institutionalization of routines that benefit Whites, who are the racial majority (Cabrera, Franklin, & Watson, 2016; Gusa, 2010).…”

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confidence: 99%

Moving Beyond a Culture of Niceness in Faculty Hiring to Advance Racial Equity

Liera

2019

American Educational Research Journal

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This study applies cultural historical activity theory to examine the experiences of 17 professors at a religiously affiliated private university who participated in a 10-month, inquiry-based intervention to change their culture around faculty hiring. The findings illustrate that professors who use race-conscious language and tools to interrogate their campus culture’s historical roots with racism rethought their hiring process. In doing so, faculty perceived racial equity work as an action-oriented, organizational effort to use equity-minded language and create a more equitable hiring structure. The study contributes to the literature on organizational change for racial equity by identifying faculty experiences with racism and critical knowledge about the organizational culture mediating faculty learning and agency.

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confidence: 99%

Moving Beyond a Culture of Niceness in Faculty Hiring to Advance Racial Equity

Liera

2019

American Educational Research Journal

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“…Racialized meanings permeate the spaces and intimacies produced within them and shape access to numerous organizational rewards. Strip clubs are not only constitutive of race—it also becomes a “material and cultural element” that organizations “deploy” to survive (Wooten, 2019, p. 4). At Playpen, negotiating and reproducing intimacy and space reflects and reinforces broader social constructions of Latinidad —and race and gender more broadly.…”

Section: Discussion: Leaving Playpenmentioning

confidence: 99%

“…These forms of racism confirm that organizational identities are tied to race (Wooten & Couloute, 2017), influences strippers' identification with the club (Martin, 1992), and flow through organizational practices and spaces. Moreover, while Whiteness is often an “invisible” organizational identity, organizations can overtly foreground a racialized identity for profit, since race is embedded in organizational goals (Wooten, 2019), as in our case, “Latina Night.” These tiered placements are part and parcel of the gendered and racialized organizations model we discuss below.…”

Section: Racialized and Classed Hierarchies In Strippingmentioning

confidence: 98%

Negotiating racialized organizational spaces and intimacies: An ethnography of playpen strip club

Khan

Newton-Francis

Vidal‐Ortiz

2022

Gender Work & Organization

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Based on 18 months of ethnographic research in a Northeast corridor strip club we call Playpen, we engage sex negotiations, erotic service exchanges, and the circulation of desire within an informal, weekly "Latina Night" event. We treat Playpen as a gendered and racialized organization in which patrons, dancers, and employees manage established, yet unspoken rules. Labor interactions and dynamics between dancers and clients are racialized when gesturing toward bodily currency -which materializes in tips, drinks, paid lap dances, and more exclusive attention; dancers compete for such currency, using their selection of music and dance, movements, adornments, body modifications and emotional labor. Selected pairings negotiate open spaces by turning pockets of the club into semi-private, intimate ones. Dancers' and clients' gendered and racialized notions of currency (in this case, racialized Latinidad) clash, ultimately serving the club in keeping "Latina Night" in place.

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“…Many scholars have argued that the USA is a racialized social system that operates to actualize a white racial worldview or whiteness through interconnected racialized organizations and cultural processes and practices [7,8,14,15,[24][25][26][27][28]. These scholars contend that white framing is the dominant foundational feature of US society which orients the majority of whites as well as those who accept or conform to white's worldview.…”

Section: Usa As a Racialized Social Systemmentioning

confidence: 99%

Structural Racism, Workforce Diversity, and Mental Health Disparities: A Critical Review

Kyere

Fukui

2022

J. Racial and Ethnic Health Disparities

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Objective Racial workforce diversity has been suggested as a critical pathway to address persistent racial mental health disparities. However, structural racism has been noted to diminish such workforce diversity efforts. The purpose of this critical review is to identify the mechanisms through which structural racism operates in organizations, including mental health organizations, to undermine workforce diversity efforts and reinforce inequities. Methods Using the theories of racialized organizations, the current review critically draws on literature underscoring the racial character of organizations as mezzo-level racialized structures that may systematically activate and uphold white privilege in the mental health workplace. Results Findings suggest that in the context of institutionalized white dominance, workers of color within mental health organizations may experience race-based cultural exclusion, identity threat, and racialized workplace emotional expression, and be burdened by racialized tasks. The workers of color may also become the means for organizations to attract communities of color due to their diverse characteristics, yet workers’ effects to address disparities in mental health are minimized due to potential racialized organizational forces, including the whiteness of organizational leadership and color-blindness. Conclusions and Implications for Practice Structural racism may create resistance to the efforts and effects of a racially diverse workforce within mental health organizations. This review calls for a race-conscious framework that drastically shifts the traditional organizational structure to an inverted hierarchy (i.e., client-centered management) to maximize diversity efforts in the mental health organizational workforce to address racial disparities in mental health.

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Race, Organizations, and the Organizing Process

Cited by 16 publications

References 45 publications

Moving Beyond a Culture of Niceness in Faculty Hiring to Advance Racial Equity

Moving Beyond a Culture of Niceness in Faculty Hiring to Advance Racial Equity

Negotiating racialized organizational spaces and intimacies: An ethnography of playpen strip club

Structural Racism, Workforce Diversity, and Mental Health Disparities: A Critical Review

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