Ethnic minority professionals’ experiences with subtle discrimination in the workplace

Abstract

This qualitative study aims to explore the processes underlying subtle discrimination in the workplace. Based on 26 in-depth interviews with minority professionals of Turkish or Maghrebi descent in Flanders, we argue that subtle discrimination in the workplace is characterized by three important elements. First, subtle discrimination is ambiguous, and often involves disempowerment through apparent empowering behavior. Second, subtle discrimination is based on processes of power — normalization, legitimization of only the individual, legitimization as the Other and naturalization — which subtly, through everyday incidents, disempower minority individuals. Third, subtle discrimination in the workplace is linked to societal structures and discourses, which permeate the workplace through, and are reproduced by, workplace encounters.

Discrimination of Second-Generation Professionals in Leadership Positions

“…Van Laer & Janssens, 2011). When studying how second-generation professionals in leadership positions experience discrimination in organizations, we therefore explore both concepts theoretically.…”

“…Furthermore, as discrimination can be seen as both an expression of societal boundaries (cf. Lamont, 2002, p. 243), and a mechanism for reinforcing these boundaries (Van Laer & Janssens, 2011;Vasta, 2007), we aim to link how discrimination and boundaries can be connected theoretically. Lastly, we will theoretically connect power and agency, as on the one hand, enabling action is inherent to the concept of power (Fleming & Spicer, 2014, p. 280;cf.…”

“…This belief translates into negative treatment of individuals based on their alleged group membership instead of their individual merits (Kloek, Peters, & Sijtsma, 2013, p. 407). Blatant discrimination is thus reflected in clearly identifiable unfair treatment, leading to visible structural outcomes, such as denial of employment for ethnic minorities (Van Laer & Janssens, 2011, p. 1205). Yet, this open rejection of individuals based on their group membership is increasingly becoming a thing of the past (cf.…”

“…Discrimination has become more subtle (Zick, Pettigrew, & Wagner, 2008), differing from its blatant predecessor due to its hidden and everyday form. 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).…”

“…The social acceptability of these views can lead to a perpetuation of societal differences between people of ethnic minority and native-parentage descent, "fix[ing] the barriers preventing a new generation of skilled and educated minorities to escape their weak [starting-IW] position" (Van Laer & Janssens, 2011, p.1220.…”