“Say it Loud, I’m Black and Proud:” The Effectiveness of Racial Acknowledgments at Work

Abstract

People with stigmatized identities may use identity management strategies to reduce and combat workplace discrimination (see Lyons et al., 2018; Singletary & Hebl, 2009). Goffman (1963) describes "stigma" as an attribute creating "undesired differentness" that is "discredited" (immediately evident) or "discreditable" (not immediately perceived) by society. Identity management strategies influence how others perceive this stigma and the stigma bearer. Such strategies involve various approaches such as calling attention to one's stigmatized identity, concealing one's stigmatized identity, or changing one's behavior when interacting with others. Although targets of workplace discrimination should not be held responsible as the sole or primary combatants of discrimination (Ruggs, Martinez, & Hebl, 2011), research shows that engaging in identity management strategies is an effective way to reduce workplace discrimination, particularly subtle forms of discrimination (Jones, Peddie, Gilrane, King, & Gray, 2016). In the current study, we examine acknowledgment (i.e., openly addressing one's marginalized stigma characteristic) as an identity management strategy for racial minorities, particularly Black people. Given the continued displays of discrimination against racial minorities in the U.S., it is clear that being Black in the U.S. still invokes a tremendous amount of negativity in certain contexts, including the workplace. Indeed, a recent meta-analysis examining hiring discrimination against racial minorities showed that although there appears to be some decline in hiring discrimination against Hispanic job applicants over the past 25 years, there has been no significant change in levels of hiring discrimination against Black job applicants during this time period (Quillian, Pager, Hexel, & Midtbøen, 2017). According to these meta-analytic findings, both Black and Hispanic job applicants experienced hiring discrimination over the past 25 years compared to White job applicants; however, the levels of discrimination are somewhat more ABSTRACT KEYWORDS Research underscores engagement in identity management strategies as an effective way to reduce workplace discrimination, particularly subtle forms of discrimination. The aim of the current study is to examine the use and effectiveness of different methods of the specific identity management strategy of acknowledging race as a way to reduce workplace discrimination and lead to other positive outcomes for Black individuals. A sample of Black and White individuals with professional work experience participated in an online vignettebased survey. Participants read four short vignettes involving race in the workplace and responded to a series of questions assessing usage of various acknowledgment strategies, affective outcomes, and perceptions of effectiveness. Results revealed that Black individuals reported acknowledging their race to a greater extent than did White individuals, and Black people reported positive benefits of affirming race and using humor to discuss their ra...

Risqué business? Interpersonal anxiety and humor in the #MeToo era.

“…Given the emerging evidence of post-#MeToo effects on mixed-gender mentoring (e.g., French et al, 2021), interpersonal anxiety and humor may also shape initial interactions in other professional contexts. For example, can employees use humor to successfully manage a stigmatized identity (see Meisenbach, 2010; Ruggs et al, 2019)? We encourage future research to test humor as a proactive interpersonal or impression management strategy in these areas.…”