Research on Anti-Black Racism in Organizations: Insights, Ideas, and Considerations

King, Danielle; Hall, Alison; Johnson, Lars U.; Carter, James; Burrows, Dominique; Samuel, Naomi

doi:10.1007/s10869-022-09804-4

Cited by 18 publications

(24 citation statements)

References 162 publications

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“…Rather, we believe that diversity programs and initiatives at present still have yet to rectify and provide redress to the groups they were originally intended to benefit (e.g., King et al., 2022). Indeed, discrimination remains rampant in organizations (Quillian et al., 2017; Roscigno, 2007), marginalized employees still feel excluded and inhibited in their self‐expression (Alegria, 2020; King et al., 2022; Martinez et al., 2017), women and people of color still struggle to be promoted at equal rates to their peers. Recent research also shows that people of color suffer severely from the spillover of racialized violence and trauma in the world (Leigh & Melwani, 2019).…”

Section: Discussionmentioning

confidence: 99%

Diversity initiatives in the US workplace: A brief history, their intended and unintended consequences

Portocarrero

Carter

2022

Sociology Compass

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Diversity initiatives are designed to help workers from disadvantaged backgrounds achieve equitable opportunities and outcomes in organizations. However, these programs are often ineffective. To better understand less‐than‐desired outcomes and the shifting diversity landscape, we synthesize literature on how corporate affirmative action programs became diversity initiatives and current literature on their effectiveness. We focus specifically on work dealing with mechanisms that make diversity initiatives effective as well as their unintended consequences. When taken together, these literature point to several inequality‐specific omissions in contemporary discussions of organizational diversity initiatives, such as the omission of racial inequality. As we contend in the first section of this review, without affirmative action law, which initially tasked US employers with ending racial discrimination at the workplace, we would not have diversity initiatives. We conclude by providing directions for future research and elaborating on several core foci that scholars might pursue to better (re)connect issues of organizational diversity with the aims of equity, equality and social justice.

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Section: Discussionmentioning

confidence: 99%

Diversity initiatives in the US workplace: A brief history, their intended and unintended consequences

Portocarrero

Carter

2022

Sociology Compass

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“…Unfortunately, racism and racial bias within organizations and institutions is not only prevalent, it is also often ignored. As noted by Avery et al ( 2022 ) and King et al ( 2022 ), there is much work to be done to reduce racial bias and inequity even within our own academic institution. This issue has helped clarify what Black employees often experience in organizations by relying on compelling narratives as well as empirical data, both of which span across many different organizational contexts and settings.…”

Section: Key Takeawaysmentioning

confidence: 96%

“…The last two articles in our issue focus on the future of research and practice focused on anti-Black racism in organizations. In the article by King et al ( 2022 ), three Black junior scholars and two doctoral students review the research to-date on anti-Black racism in organizations and suggest future areas in which research is critical. Using critical race perspective as a foundation, they present four primary areas where future research is needed including an examination of (1) the persistence of anti-Black racism in organizations, (2) the benefits and challenges to authenticity for Black employees, intersectionality within Black employees, and strategies to combat and reduce anti-Black racism in organizations.…”

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confidence: 99%

Fighting the 400-Year Pandemic: Racism Against Black People in Organizations

2022

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Anti-Black racism is a pernicious problem that has plagued the USA throughout history. In 2020, we saw intense moments that highlighted the stark anti-Black racism and racial inequity in America. Namely, the murder of George Floyd coupled with the disproportionate levels of negative outcomes from the COVID-19 pandemic affecting Black people in the USA. These instances called attention to the considerable racial inequality in US society and reminded many people that racism seeps throughout all facets of life. Our first goal with this special issue was to call attention to research within in the organizational sciences that focuses on anti-Black racism. The articles in this issue call attention to some of the manifestations and consequences of anti-Black racism as well as ways to reduce its insidious effects. Our second goal was to intentionally highlight the work of Black scholars in the field of I-O psychology. As such, we engaged in targeted recruiting that allowed us to successfully curate articles from a racially diverse group of scholars, and we are able to highlight the work of Black scholars and practitioners in the field.

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“…Our literature is replete with scholarship highlighting the experiences of students, faculty, psychologists, and others who have been harmed in their training and work settings due to spoken and unspoken colonial values and norms, white supremacist characteristics, and adherence to the status quo (c.f., Carrero Pinedo et al, 2022; Fitterman-Harris et al, 2022; King et al, 2022; Moradi & Neimeyer 2005, Pieterse et al, 2016; Wilcox et al, 2021). There are also countless conference presentations, individual stories, and anecdotes that highlight the biases, harms, and traumas that continue to this day.…”

Section: The Need For Radical Changementioning

confidence: 99%

Grasping at the Root: Transforming Counseling Psychology

Reynolds

2022

The Counseling Psychologist

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In her 2022 Society of Counseling Psychology (SCP) Presidential Address, Amy L. Reynolds reflects on the need for transformation within counseling psychology through critical consciousness and radical action. With a focus on transforming our curriculum, centering Indigenous people and perspectives, and disrupting anti-Black racism and white supremacy in SCP policies, structures, and practice, Reynolds proposes using reparations and accountability as critical frameworks for counseling psychology.

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Research on Anti-Black Racism in Organizations: Insights, Ideas, and Considerations

Cited by 18 publications

References 162 publications

Diversity initiatives in the US workplace: A brief history, their intended and unintended consequences

Diversity initiatives in the US workplace: A brief history, their intended and unintended consequences

Fighting the 400-Year Pandemic: Racism Against Black People in Organizations

Grasping at the Root: Transforming Counseling Psychology

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