How promotion loss shapes expectations of discrimination: an intersectional approach

Abstract

Purpose The purpose of this paper is to understand the implications of anticipated discrimination for women and racial minorities when they lose out on an opportunity for a promotion to a similarly qualified non-minority colleague. Design/methodology/approach A sample of 248 participants who were full-time working adults residing in the USA were randomly assigned to one of four versions of the scenario in which a coworker was either a White male, a White female, a Black male or a Black female coworker is offered a desired promotion. Participants reported on the extent to which they anticipated discrimination (i.e. expect discriminatory behaviors enacted toward them in the future) in the hypothetical workplace. Findings Women and racial minorities reported anticipated discrimination at greater levels than non-minorities when passed over for a promotion. The authors also found that intersectionally stigmatized, racial minority women reported the highest levels of anticipated discrimination. Practical implications The authors recommend transparent and honest communication about organizations’ decision-making processes that have career-related implications for underrepresented populations. Doing so may help alleviate concerns or perceptions that employees may have in regard to organizational practices being (intentionally or unintentionally) discriminatory. Originality/value While research has examined the psychological implications of receiving a promotion, substantially less work has focused on the characteristics of the promoted coworker or considered how those characteristics shape perceptions of anticipating discrimination.

Mining corporate boardrooms still a male club? Experiences and challenges faced by South African women

“…Intersectionality offers a dimension in that the research opportunity should take cognisance of the traditional roles men and women play, and how these roles affect gender identities and social constructions. It has thus become imperative for a diverse country, such as South Africa, to recognize that gender intersects with class, race, and ethnicity, and therefore requires intersectional analysis (hooks, 1981;Collins 1998;Dlamini, 2013Dlamini, , 2016Nag, Arena, and Jones, 2022) to understand how this affects gender studies and the experiences of women (Nag, Arena & Jones 2022;Nkomo and Ngambi, 2009).…”

“…Various scholars (hooks, 1981;Collins, 1998;Dlamini, 2016;Hekman, 2015;Nag, Arena, and Jones 2022) have reported that Black women have not yet experienced freedom and equality, and consequently, even if they are appointed to boards, they are still exposed to inequalities even though they are suitably qualified for the job. These findings support a strong suggestion that Black women face triple oppression as a result of their gender, race, and class (Collins, 1998;Dlamini, 2017).…”

Applying an Intersectionality Approach to Multiple Dimensions of Social Life

“…Intersectionality can play a crucial role in promoting diversity and inclusivity within the workplace by recognizing that employees have multiple identities that interact with one another to shape their experiences and perspectives. For example, a female employee may face different challenges in the workplace than a male employee due to their gender identity (Di Stasio & Larsen, 2020;Nag et al, 2022;Netto et al, 2020). However, if the female employee also belongs to a racial or ethnic minority group, she may face additional barriers and discrimination that can compound with gender-based discrimination to create a unique and complex experience of oppression.…”

Understanding the impact of anticipated discrimination after promotion loss

“…A research paper by Nag et al (2022) explores the experience and emotional intensity of anticipated discrimination felt by racial minorities and by women, in the context of them missing out on a promotion to a man or to a non-racial minority person at work. The impact of any stigmatized feelings on how an individual would feel treated by a fictional organization in future was also a focus point, linked to their internalized level of trust for their employer from this experience.…”