Conditions of visibility: An intersectional examination of Black women's belongingness and distinctiveness at work

McCluney, Courtney L.; Rabelo, Verónica Caridad

doi:10.1016/j.jvb.2018.09.008

Cited by 79 publications

(71 citation statements)

References 57 publications

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“…In addition, critics argue that conceptualisations of scholars such as Mor Barak (2015), Nishii (2013) and Shore et al (2011Shore et al ( , 2018 ignore power asymmetries and thus overestimate the ability of certain marginalised groups to experience inclusion (McCluney and Rabelo, 2019;Zanoni et al, 2010). Moreover, the above quoted scholars seem to assume that identities are pre-given and stable, and that individuals retain their identity at inclusive workplaces.…”

Section: Theorising Inclusion and Identitymentioning

confidence: 99%

Organizational inclusion and identity regulation: How inclusive organizations form ‘Good’, ‘Glorious’ and ‘Grateful’ refugees

2020

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Do inclusive organizations live up to the term ‘inclusion’? Diversity literature depicts the inclusive organization as an ideal entity that welcomes social minorities who, in turn, feel valued and unique and have a sense of belonging to the organization. Our study offers a critical account of inclusion concepts and practice. We argue that proponents of inclusion overlook that inclusive organizations also may regulate workers’ identities. To examine the relationship between organizational inclusion and identity regulation we conceptualise inclusion as a process involving various organizational actors and practices. Drawing on a multiple-case study of refugees working in Austria we show how organizational practices aimed at inclusion contribute to the forming of refugees as ‘good’, ‘glorious’ and ‘grateful’ subjects. This identity regulation is ambivalent: while it allows refugees to work in inclusive organizations, it also constrains their sense of self.

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Section: Theorising Inclusion and Identitymentioning

confidence: 99%

Organizational inclusion and identity regulation: How inclusive organizations form ‘Good’, ‘Glorious’ and ‘Grateful’ refugees

2020

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“…In addition, prior research suggests Black mothers are more likely than White mothers to supplement with formula [ 80 ], so a focus on exclusive breastfeeding could show larger racial disparities. Also, we operationalized work experiences using broad groupings of occupation codes, and this meant that we could not capture certain differences within these broad occupational categories that are important for breastfeeding, like schedule flexibility [ 14 ], experiences specific to the worksite, or the unique pressures or stressors facing Black workers compared to White workers [ 52 , 81 ]. This could mean that we are underestimating the role of work on breastfeeding outcomes.…”

Section: Discussionmentioning

confidence: 99%

Work, race and breastfeeding outcomes for mothers in the United States

Whitley

Palma

2021

PLoS ONE

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Background In the United States, mothers’ employment status and occupation are related to breastfeeding. However, it is unclear whether not working leads to longer breastfeeding duration even when compared to professional/managerial jobs, which tend to accommodate breastfeeding better than service/manual labor jobs. Furthermore, occupation and breastfeeding are racially patterned, and it is possible that race could moderate the relationships between mother’s work and breastfeeding. Methods Using data from the Panel Study of Income Dynamics, we modeled breastfeeding duration based on mother’s employment/occupation (not working, professional/managerial work, or service/labor work) during the first 6 months postpartum, as well as mother’s race (White, Black or other) and other potential confounders. We used zero-inflated negative binomial regression models and tested an interaction between employment/occupation type and race. Predictive margins were used to compare breastfeeding duration among subgroups. Results Mothers working in service/labor occupations had the shortest breastfeeding duration of the three employment/occupation groups, and there was no significant difference in duration between not working and professional/managerial occupation. White mothers had longer breastfeeding duration than Black mothers on average. When we included an interaction between employment/occupation and race, we found that among White mothers, non-working mothers breastfed the longest, while mothers in service/labor work breastfed for the shortest duration, but among Black mothers, mothers in professional/managerial work breastfed for longer than mothers in the other two work categories. Discussion Race moderated the relationship between employment status/occupation type and breastfeeding such that, for White mothers, not working was the most advantageous circumstance for breastfeeding, in line with traditional work-family conflict theory. In contrast, for Black mothers, professional/managerial work was the most advantageous circumstance. These findings support the idea of the Market-Family Matrix, which allows that different work scenarios may be more or less advantageous for parenting behaviors like breastfeeding, depending on mothers’ circumstances.

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“…This comment was patronising, as it appeared to fit in with the white colleague's perception of "sameness", aligning to her perception of what "Anglo-Australian" culture is about. This "tunnel vision" way of thinking when interacting with co-worker's manifest as bias and discriminatory according to McCluney and Rabelo (2018). Research has shown that nonwhite academics often have to adapt to the dominant white culture and expectations of organisations (Bell, 1990;Parker, 2002;Stanley, 2006).…”

Section: Dawn's Voicementioning

confidence: 99%

“…Running awareness workshops of other cultures may help promote intercultural and cross-cultural understanding (Maasum et al, 2014). The reality is that it may not reduce racist behaviour (McCluney and Rabelo, 2018;Forscher et al, 2016). Whilst university staff are required to undertake online compliance module training regarding issues of ethics and codes of conduct (Deakin University, 2019a, b; RMIT University, 2019), we agree with Gibby (2019) that more work needs to be done in the area of behaviour controls at management level (e.g.…”

Section: Conclusion and Recommendationsmentioning

confidence: 99%

Colour, culture and difference in Australian teacher education: voices from the edge

Joseph

Johnson

2019

QRJ

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Purpose Although much has been written about international students in higher education in Australia, there is a paucity of research and discussion about international academics especially non-whites and their lived experience in the workplace. This paper represents the voices of two academics working in metropolitan universities in Melbourne. The purpose of this paper is to raise awareness of how in spite of all the goodwill and highbrow research, the “corridors of academia” need to be examined in considering the politics of inclusion and internationalisation as the authors still need to address issues of colour as they exist in the academy. Design/methodology/approach The authors use narrative inquiry and reflection to tell the story as both phenomenon and method where the phenomenon is the story and inquiry is the narrative. Findings The findings suggest student and staff perceptions of difference are mostly theorised but not practiced within the academy. Research limitations/implications The paper includes two voices, a limitation in itself, thus generalisations cannot be made to other academics or institutions. The authors recommend more professional development for staff and students alike to embrace issues of colour, culture and difference. Practical implications The authors draw attention to the need for academics to reflect on their behaviour within their own academic communities and be more aware of minority groups in academia. Social implications By including and listening to issues facing minority groups (academics and students) can only improve the social cohesion of university worksites. Originality/value This is an original work carried out by both authors. It raises concerns that may also be experienced international staff and or students.

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Conditions of visibility: An intersectional examination of Black women's belongingness and distinctiveness at work

Cited by 79 publications

References 57 publications

Organizational inclusion and identity regulation: How inclusive organizations form ‘Good’, ‘Glorious’ and ‘Grateful’ refugees

Organizational inclusion and identity regulation: How inclusive organizations form ‘Good’, ‘Glorious’ and ‘Grateful’ refugees

Work, race and breastfeeding outcomes for mothers in the United States

Colour, culture and difference in Australian teacher education: voices from the edge

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