Ethnicity, Race, and National Identity in Management and Organization Studies

Laer, Koen Van; Zanoni, Patrizia

doi:10.1002/9781119430452.ch29

Cited by 3 publications

(1 citation statement)

References 80 publications

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“…They do so by constructing the cleaners as essentially different (Litvin, 1997; Lorbiecki and Jack, 2000; Zanoni and Janssens, 2003), based on the combination of their class status and their ethnicized/migrant background. However, the creation of two different classes of organizational members is not only rooted in historically developed power relations based on ethnification and unequal migration regimes (Van Laer and Zanoni, 2020); it is also, as the quote from Duty Manager Sara indicates, co-constituted by how the work itself is divided and allocated. While working together on the same task – the cleaning of airplanes – enabled a boundary work that emphasized the collaboration on more equal terms (‘we were all part of the same team’), the current highly separated ways of working ‘inside’ and ‘outside’ with all their connected privileges and disadvantages seem to stimulate boundary work that emphasizes the differences between managers and cleaners.…”

Section: Discussionmentioning

confidence: 99%

Creating inclusivity through boundary work? Zooming in on low-wage service sector work

2023

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Workers in the low-wage service sector represent a sociodemographically heterogeneous and particularly vulnerable group in terms of job security, job quality and health implications. However, organizational inclusion research has largely neglected this group. In contrast, this article builds on a qualitative study of a Dutch aircraft cleaning company in order to assess the ‘inclusivity of inclusion approaches’ for less privileged groups of employees. By reconstructing how managers and cleaners draw/rework boundaries, we identify certain configurations of inclusion and exclusion that can unfold more or less ‘inclusive’ consequences for historically disadvantaged group members, and more or less exclusionary repercussions for particularly privileged and/or majority group members. We stress the need to say goodbye to a linear narrative of organizations becoming ‘inclusive as such’. Furthermore, we argue that the presence of decent working and employment conditions and the absence of steep differences in those conditions between groups represent the ‘silent foundation’ of creating inclusivity. Consequently, we ask: does inclusion research reach its ‘natural limits’ by tiptoeing around the topic of equality?

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Section: Discussionmentioning

confidence: 99%

Creating inclusivity through boundary work? Zooming in on low-wage service sector work

2023

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Reflections on the continuing denial of the centrality of “race” in management and organization studies

Nkomo

2021

EDI

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PurposeThe purpose of this article is to share reflections about the progress toward the inclusion of race as a core analytical concept in MOS since the article. The emperor has no clothes: Rewriting “race in organizations” was published in the Academy of Management Review twenty-nine years ago.Design/methodology/approachI critically reflect upon the past and future of race in management and organizations studies drawing upon my own subjective position in what has transpired over the past twenty-nine years. Specifically, I reflect upon the past and future of the study of race in organizations and also offer some recommendations for theories that may help advance it as a core theoretical concept in MOS drawing.FindingsDethroning the “emperor” remains a challenge. There has been a lack of significant progress toward positioning race as a core analytical concept in MOS. There is still much to do to elevate race to a significant analytical concept in MOS. Post-colonial theory, whiteness and the literature on the sociology of race may assist scholars in making progress.Research limitations/implicationsI readily acknowledge that my subjective position as the author of an article declaring the significance of race in MOS and as a Black woman whose life and career has unfolded in a world of systemic racism shape my reflections. It may be time for to consider whether positioning race as a core analytical concept in MOS can be achieved under the diversity paradigm. Perhaps it is time for a new field of study – race in organizations.Practical implicationsTheorizing race in organizations is central to undoing the continuing effects of racism. Otherwise, it will be difficult to develop strategies that get to the roots of racial inequality in organizations.Social implicationsThe confluence of resurgent white supremacy, the stark global racial inequalities revealed by the COVID-19 pandemic and calls to end anti-Blackness and systemic racism by the Black Lives Matter Movement underscore the immense importance of race in every aspect of society including organizations.Originality/valueThis essay is my first reflections on what has transpired since the publication of the article. The essay reveals my insights and experiences of writing the article and why rewriting race into MOS is a much larger project than the one envisioned in 1992.

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Qui suis-je ? Quelle(s) case(s) cocher ? Catégorisation au sein des organisations : une recherche sur les tensions entre l’assignation de l’identité et l’invisibilisation des expériences

Mbengue-Reiver,

Garakani,

Nzobonimpa

2022

Alterstice

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Le besoin de catégoriser les individus afin de concevoir, mettre en oeuvre et évaluer les effets des programmes se confronte d’une part à la multiplicité des identités des individus et d’autre part aux stratégies des individus afin d’éviter une assignation identitaire qui ne corresponde pas, complètement ou en partie, à la réalité de leurs expériences. En employant un cadre d’analyse intersectionnelle, nous documentons les distorsions entre l’auto-identification et la catégorisation d’un échantillon de répondants travaillant dans divers secteurs d’activité. Cette recherche s’inscrit plus largement dans le cadre d’un projet-pilote sur l’expérience d’inclusion dans les organisations. Cet article aborde la nécessité de considérer la multiplicité, la fluidité et l’intersection des identités ainsi que la complexité de la réalité sociale, afin de repenser l’ingénierie de la diversité et dans le but d’étudier les discriminations et les inégalités à partir de l’expérience et des identités vécues des individus.

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Ethnicity, Race, and National Identity in Management and Organization Studies

Cited by 3 publications

References 80 publications

Creating inclusivity through boundary work? Zooming in on low-wage service sector work

Creating inclusivity through boundary work? Zooming in on low-wage service sector work

Reflections on the continuing denial of the centrality of “race” in management and organization studies

Qui suis-je ? Quelle(s) case(s) cocher ? Catégorisation au sein des organisations : une recherche sur les tensions entre l’assignation de l’identité et l’invisibilisation des expériences

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