Are lower social class origins stigmatized at work? A qualitative study of social class concealment and disclosure among White men employees who experienced upward mobility

Kallschmidt, Anna M.; Eaton, Asia A.

doi:10.1016/j.jvb.2018.08.010

Cited by 27 publications

(20 citation statements)

References 85 publications

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“…These findings suggest that work environments that are perceived as hostile or nonsupportive may prevent employees from engaging in disclosure. Fear of discrimination also influenced employees' decisions to conceal physical disabilities and low socioeconomic status in the workplace, as individuals worried about being treated differently, stereotyped, or being fired as a result of their conditions (Kallschmidt & Eaton, ; Spiegel, De Bel, & Steverink, ). Relatedly, studies have shown that individuals who experienced previous discrimination based on their mental illness (Bril‐Barniv, Moran, Naaman, Roe, & Karnieli‐Miller, ) or gay and lesbian identities (Ragins et al, ) were less likely to disclose at work.…”

Section: Disclosure In the Workplace: A Review Of What We Knowmentioning

confidence: 99%

Disclosure of stigmatized identities at work: An interdisciplinary review and agenda for future research

2019

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Summary This review focuses on the disclosure decisions faced by employees with concealable stigmatized identities—one of the most challenging decisions these individuals must make on a day‐to‐day basis. Indeed, multiple theoretical frameworks have provided a foundation for understanding the antecedents and outcomes associated with the decision to disclose or not to disclose a stigmatized identity. What is less clear, however, is the extent to which these frameworks have been empirically supported. This systematic review serves to unify the extant literature and prompt continued research related to employees with concealable stigmatized identities. Specifically, we draw upon multiple fields of study, including applied psychology, management, social psychology, and occupational health as a means to systematically synthesize the existing empirical research related to disclosure of stigmatized identities at work. In addition to advancing the scholarly knowledge of disclosure, this review also provides practical utility to organizations as they continue to create work environments that foster inclusion of all stigmatized and nonstigmatized employees.

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Section: Disclosure In the Workplace: A Review Of What We Knowmentioning

confidence: 99%

Disclosure of stigmatized identities at work: An interdisciplinary review and agenda for future research

2019

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“…This is particularly useful for those at the various intersections of identity such as gender, race, sexual orientation, or social class. Some examples of this include social class and upward mobility for White men (Kallschmidt & Eaton, 2018), intelligent career success for academics (Beigi, Shirmohammadi, & Arthur, 2018), and first-generation college students (Tate et al, 2015). There have been enough qualitative studies in specific areas to warrant reviews.…”

Section: View From 2019mentioning

confidence: 99%

Turning Around to Look Ahead: Views of Vocational Psychology in 2001 and 2019

Fouad

Kozlowski

2019

Journal of Career Assessment

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Ten scholars in vocational psychology identified strengths, weaknesses, opportunities, and threats in a 2001 issue of the Journal of Vocational Behavior. This article reviews the state of the field in 2001 and then identifies to what extent the strengths and concerns have changed in the past two decades. While the field continues to have a strong theoretical and empirical tradition, old concerns about insularity, methods used to examine research questions, gulfs between science and practice, and turf wars remain a serious threat to the field. We outline the nature of these concerns and propose recommendations from the literature to these concerns.

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“…Ferguson and experiences of embarrassment and shame, akin to the experiences of the working-class professionals analyzed by Kallschmidt and Eaton (2018) and McLeod, O'Donohoe, and Townley (2009). Also, we have illustrated the symbolic violence inherent in participants' learning.…”

Section: Discussionmentioning

confidence: 74%

“…A working‐class background can be a source of shame and embarrassment for employees, who feel compelled to disguise their socioeconomic origins during organizational interactions (Gray & Kish‐Gephart, 2013; Kallschmidt & Eaton, 2018). This is especially the case in contexts imbued with upper‐class norms, such as PSFs (Ashley & Empson, 2017; Cook, Faulconbridge, & Muzio, 2012; Harvey & Maclean, 2008; Ingram & Allen, 2018; Spence, Carter, Husillos, & Archel, 2017).…”

Section: Hegemonic White Corporate Masculinity In Psfsmentioning

confidence: 99%

Learning the rules of the game: How is corporate masculinity learned and enacted by male professionals from nonprivileged backgrounds?

Giazitzoglu

Muzio

2020

Gender Work & Organization

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Focusing on the lived intersection of social class and hegemonic masculinity, this article uses data elicited over a 5‐year period to analyze the experiences of 10 white male participants from nonprivileged socioeconomic backgrounds, who were recruited as information technology professionals by a prestigious professional service firm (PSF). Employing a Bourdieusian perspective, we reveal how participants learned to enact the configuration of corporate masculinity deemed hegemonic in the field of their employing PSF. We pay particular attention to how participants engaged with distinctive forms of cultural capital to enact corporate masculinity, and the symbolic violence and “hidden injuries of class” this represents and leads to. In turn, we highlight how classed masculine norms create exclusion, marginalization, and discrimination in organizations. We suggest that class becomes recognized as a germane area for scholars of diversity and inequality to focus on and integrate in the future, in their ongoing investigations into which social norms create marginalization in organizations.

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Are lower social class origins stigmatized at work? A qualitative study of social class concealment and disclosure among White men employees who experienced upward mobility

Cited by 27 publications

References 85 publications

Disclosure of stigmatized identities at work: An interdisciplinary review and agenda for future research

Disclosure of stigmatized identities at work: An interdisciplinary review and agenda for future research

Turning Around to Look Ahead: Views of Vocational Psychology in 2001 and 2019

Learning the rules of the game: How is corporate masculinity learned and enacted by male professionals from nonprivileged backgrounds?

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