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Perceptions of racism and illusions of equity

机译：对种族主义的看法和对公平的幻想

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Purpose - The purpose of this study is to address an under-represented aspect of the literature on gender and work - how Black and White women managers perceive the influence of racism in the workplace. Design/methodology/approach - Data were gathered using a survey instrument and compared using χ~2 analyses. Theoretical constructs of aversive racism, White racial identity, and White privilege frame the discourse and the proposed model. Findings - Compared to their White counterparts, more Black respondents perceived racism in their workplaces, were supportive of affirmation action, and saw racial as well as gender disparities in work effort required for success. In contrast, many White participants did not perceive workplace racism, saw little need for affirmative action initiatives, and seemed to hold an illusion of equity regarding work effort. Research limitations/implications - One is a small response percentage for Black participants. Two, members of the organizations selected may not be representative of the general population. Future research should be conducted within organizations and include other under-represented groups to guide organizational responses to combined race/ethnicity and gender concerns. Practical implications - Even well-meaning White women may be perpetuating racial inequities and inadvertently hurting their sisters of color by not acknowledging the pervasive influence of race on gender experience. Similarly, if organizations address only gender issues and do not acknowledge the additional constraints of race for women of color, careers of talented women and organizations that need their expertise will suffer. Originality/value - The perceptions of racism model suggests potential antecedents for the illusion of equity perceived by White respondents.
机译：目的-这项研究的目的是解决有关性别与工作的文献代表性不足的问题-黑人和白人女性管理者如何看待种族主义在工作场所的影响。设计/方法/方法-使用调查仪器收集数据，并使用χ〜2分析进行比较。厌恶种族主义，白人种族身份和白人特权的理论建构构架了论述和提出的模型。调查结果-与白人相比，更多黑人受访者认为他们的工作场所存在种族主义，支持肯定行动，并且认为成功所需的种族和性别差异。相反，许多白人参与者没有意识到工作场所的种族主义，几乎不需要采取平权行动倡议，并且似乎对工作努力抱有公平的幻想。研究的局限性/含义-对黑人参与者的回应率很小。第二，所选组织的成员可能无法代表一般人群。未来的研究应在组织内部进行，并包括其他代表性不足的小组，以指导组织对种族/民族和性别问题的综合应对。实际意义-甚至善意的白人妇女也可能由于不承认种族对性别体验的普遍影响而长期存在种族不平等现象，并无意中伤害了有色人种。同样，如果组织仅解决性别问题，而不承认有色人种的种族限制，那么有才干的妇女和需要其专业知识的组织的职业将受到影响。原创性/价值-种族主义模型的认知暗示了白人受访者对公平幻觉的潜在前提。

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