Working to reduce the effects of discrimination: Identity management strategies in organizations.

Abstract

Despite efforts to dispel discrimination, workplace discrimination still occurs. We introduce two classes of identity management strategies individuals use to mitigate the negative consequences of discrimination: identity switching (i.e., deemphasizing target identities and recategorizing to a more positively valued identity) and identity redefinition (i.e., stereotype reassociation and regeneration). Organizations adopting a color-blind approach may make it more difficult for individuals to use identity switching because the policies deemphasize differences in social identities. In contrast, organizations adopting a multicultural approach may make it more difficult for individuals to use identity redefinition. Multicultural approaches, applied superficially, may celebrate group differences that might actually reinforce culturally dominant stereotypes. We explore the likelihood that individuals will adopt each strategy given these organizational approaches to diversity. We outline steps organizations can take to reduce the need for identity management strategies and to facilitate identity management when necessary.

New to Research

“…The data suggest that recruitment strategies for males might benefit from targeting secondary school and sixth form students. Discrimination towards minorities within a profession still occurs (Shih, 2013) -a phenomenon discovered in the present study, albeit regarding entering the profession. It would be prudent to further define what the perceived discriminatory factors within dietetics are.…”

The impact of demographic factors on the way lesbian and gay employees manage their sexual orientation at work

“…These "microaggressive" behaviors may include work peers telling offensive jokes about lesbians or gays, making homophobic remarks (whether intentional or unintentional), asking uncomfortable personal questions, or pointing out the necessity of "straight acting" in a certain situation (Gates and Mitchell, 2013;Nadal et al, 2011). Besides its negative impact on the individual's career indicators, workplace discrimination also occasions psychological and health costs on the part of the stigmatized individual (Shih, et al, 2013). This opens up the questions of how and whether the gay or lesbian individual manages his or her sexual orientation in the workplace, in order to respond to potentially anticipated or experienced "microaggressions" or discrimination.…”

“…On the other hand, options are also influenced by the way stereotypic presuppositions are internalized and integrated into one's self-concept (Jones et al, 1984;Lingiardi et al, 2012), or by the way ascribed stereotypes are instrumentalized (Maas, 1998) or "reassociated" (Shih, et al, 2013) in terms of the position an individual is permitted to hold in the workplace, or in terms of the limits placed on an individual's vocational career path. Whatever management "strategy" is applied, this is, by its very nature, always a modifiable process that can never be considered as finished.…”

“…In a broader context, Shih, et al (2013) discuss how employees proactively manage their stigmatized identities in terms of coping with potential stigma-related discrimination. They distinguish between two main strategies: "identity switching" and "identity redefinition".…”

Modern discrimination: how perpetrators and targets interactively perpetuate social disadvantage

“…Individuals are generally expected to adapt to demands, for instance associated with their work role, by ignoring other roles that are important for their identity [35].…”