White and minority employee reactions to perceived discrimination at work: evidence of White fragility?

Abstract

PurposeBuilding on the notion of “White fragility,” this study aims to explore how Whites react and cope with perceived discrimination at work. Specifically, the authors explore whether: (1) Whites react more negatively than minorities when they perceive discrimination at work and (2) Whites are more likely than minorities to restore the status quo by leaving the situation when they perceive discrimination at work.Design/methodology/approachData for this study were obtained from the Professional Worker Career Experience Survey. In total, 527 working professionals from multiple organizations across the central USA participated in the survey.FindingsThe authors find evidence that Whites experience more negative psychological effects (i.e. lower job satisfaction and higher work stress) from perceived discrimination than minority employees and are more likely to act to restore conditions of privilege by leaving their current job and employer. The stronger negative effects of perceived discrimination for Whites (vs minorities) were restricted to work outcomes (job satisfaction, work stress, turnover intentions from one's employer) and were not evident with respect to perceptions of overall well-being (i.e. life satisfaction), suggesting that White fragility may play a particularly influential role in work settings, wherein racial stress may be more readily activated.Originality/valueConsistent with the notion of White fragility, the study’s results demonstrate that the deleterious impact of perceived discrimination on employee work outcomes may, in some cases, be stronger for White than minority employees.

Perceived status threat and health among White Americans: A scoping review

“… b Two studies ( Kwate & Goodman, 2014 ; Ng et al, 2021 ) did not differentiate between Hispanic and non-Hispanic Whites in their study samples or analyses. …”

Introduction: Critically interrogating inclusion in organisations

“…This can be difficult and challenging for those accustomed to being in power. If the shift in norms is extensive, the perceived potential of the loss of a ‘norm’ conjures resistance often motivated by this feeling of loss, as suggested, for example, by recent studies of ‘white fragility’ in organisations (DiAngelo, 2015; Ng et al, 2020). Hence, inclusion presents a complex paradox here as without change to the mould, inclusion is not quite possible and yet the potential for change to the boundaries breeds discontent from the dominant majority as we have seen, for instance, with men resisting inclusion initiatives in organisations (see e.g.…”

Impact of minority perceived discrimination on resistance to innovation and moderating role of psychological distress: Evidence from ethnic minority students of China

“…Ethical discrimination and resistance to innovation have long been under study. The already available literature shows the studies in which the negative effects of minority perceived discrimination inthe workplace have been revealed by the researchers (Ng et al, 2020 ). The current study has used psychological distress as a moderator between the perceived discrimination, resistance to innovation, and job dissatisfaction because previous research studies have shown that perceived discrimination has affected the mental health of individuals by increasing the stress and depression scores among individuals with minority status (Everett et al, 2016 ).…”