Subtle Yet Significant: The Existence and Impact of Everyday Racial Discrimination in the Workplace

Abstract

In this article, we argue that research concerning workplace discrimination could be advanced by considering ‘everyday discrimination,’ that is, the subtle, pervasive discriminatory acts experienced by members of stigmatized groups on a daily basis. Three studies are reported which use secondary data analysis techniques to provide evidence for the existence of everyday workplace discrimination against Blacks. In addition to demonstrating the occurrence of such discrimination, evidence is presented which indicates that the experience of everyday discrimination is negatively associated with various indicators of well-being. The implications of these findings for organizations and for discrimination researchers are discussed.

Discrimination of Second-Generation Professionals in Leadership Positions

“…Yet, this open rejection of individuals based on their group membership is increasingly becoming a thing of the past (cf. Coenders, Scheepers, Sniderman, & Verberk, 2001;Deitch et al, 2003;Meertens & Pettigrew, 1997), as discrimination is legally forbidden in many Western countries and publicly spurned.…”

“…Subtle discrimination can be understood as behaviour "…entrenched in common, everyday interactions, taking the shape of harassment, jokes, incivility, avoidance, and other types of disrespectful treatment" (Van Laer & Janssens, 2011, p. 1205. It pervades everyday situations and is characterized by covertness (Meertens & Pettigrew, 1997), occurring specifically in situations in which perpetrators can "hide" their intentions, maintaining the image of being non-discriminatory (Ellemers & Barreto, 2009;Deitch et al, 2003;Van Laer & Janssens, 2011). This makes subtle discrimination difficult to recognize and address when on the receiving end of it.…”

“…The hidden and institutionalized way in which subtle discrimination operates doesn't necessarily lead to subtle outcomes (Deitch et al, 2003(Deitch et al, , p. 1317Van Laer & Janssens, 2011;Sue et al, 2007). Moreover, the outcomes of subtle discrimination are more detrimental for some groups than for others (Verkuyten, 2002).…”

Editorial: Three Perspectives of Employment Discrimination 50 Years After the Civil Rights Act—A Promise Fulfilled?

“…Perhaps even more telling is that a similar proportion of respondents in that study indicated that they had seen a coworker harassed based on their ethnicity suggesting that this covert form of activity does not appear to be taboo. Though this type of mistreatment is more difficult to prove in court and, arguably, harder for an employer to control, it is important to recognize that it too has a considerable negative impact on the well being of those who are unfortunate enough to experience or even witness it (e.g., Deitch et al 2003;Low et al 2007;Wang et al 2011). …”

Troværdig syg: klasse og køn i sygdomsfortællinger

“…Eksempelvis har kønsstudier fokuseret på køn-sidentiteter og hvordan de skabes i organisationer (fx Adkins, 1995;Wilson, 1996;Townsley, 2003), ligesom etnisk herkomst og seksualitet har fået opmaerksomhed i organisationsforskningen (fx Deitch et al, 2003;Ward & Winstanley, 2003). Det skaerpede fokus på menneskelige relationer i organisationer, som vi har oplevet i den seneste tid, har ansporet en ny organisationsforskning, som fokuserer på identitetsarbejde og magtforhold (fx Casey, 1999;Trethewey, 1999;Alvesson & Willmott, 2002;Merilainen et al, 2004;Ball, 2005;Hoobler, 2005;Mik-Meyer, 2009, 2010aMik-Meyer & Villadsen 2012).…”