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equity & diversity > L10: Intersectionality & Concealable Identities in the Workplace > Flashcards

L10: Intersectionality & Concealable Identities in the Workplace Flashcards

1
Q

What is intersectionality?

A

framework for undertanding how different aspects of a persons identities ocmbine to create unique models of discriminatino & privilege

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2
Q

How does double (or multiple) jeopardy arise?

A
  • additive hypothesis
  • interactive hypothesis
  • subordinate male hypothesis
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3
Q

What is the subordinate male hypothesis?

A

social hierarchy, intra male competition over access to resources -> men of subordinate groups being targets

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4
Q

What are the consequences of (multiple) subordinated identities?

A

double (or multiple) jeopardy is one of the hypotheses (that the more subordinate identities u have, the worse off u are)

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5
Q

What is double (or multiple) jeopardy?

A

cumulative disadvantage that accrues to ppl w multiple subordinate group identities

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6
Q

Define androcentrism

A

the tendency to define the standard person as male

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7
Q

Define ethnocentrism

A

tendency to define the standard person as a member of the majority ethnic group

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8
Q

Define heterocentrism

A

tendency to define the standard person as heterosexual

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9
Q

What is intersectional invisibility?

A

occurs when members of multiple subordinate groups (ex black women) are not prototypical of their respective identity groups, which renders them difficult to categorize & easy to overlook

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10
Q

What are the potential benefits of intersectional invisibility?

A
  • less of a target of prejudice & discrimination
    ex:
  • black women more often target of violencde
  • attitude towards gay men more negative than towards lesbian women
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11
Q

What are the potential downsides for the targets of intersectional invisbility?

A
  • less influence/leadership, contributions can be ignored
  • narratives receive less attention (culturally & historically) ex study of queer identities overpopulated w studies focusing on gay men
  • legal language focused on a single group
  • political activism focuses on a single group and its needs
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12
Q

What is the “agentic penalty” and how does it apply to black women?

A

women suffer an “agentic penalty” for exhibiting actions that appear assertive, angry, compettiive, or dominant
but this seems to be the case more so for white & asian women, less so for black & latina women

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13
Q

do gender backlash effects also apply to older women?

A
  • acting in agentic ways is inconsistent w prescriptive older age stereotype (succession)
  • when acting in an agentic manner, only/primarily older men experience a backlash
  • older womens intersectional identity seems to save them from being punished for agentic behaviours
  • negative responses to older men are explained by perceived threat to resources
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14
Q

What are prescriptive succession stereotypes?

A

idea that older managers/ppl should retire so that young ppl can be managers

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15
Q

What are concealable identities at work?

A

religion, occupation, national origin, political beliefs, illness, sexual orientation, some ethnic/racial backgrounds
key theme: info management (do i disclose my identity? what happens if i do?)

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16
Q

What are the antecedents of”passing” or “revealing” concealable identities at work?

A
  • authenticity; can i be fully myself
  • legitamcy: if i communicate my needs linked to my chornic illness, will i still be seen as a competent member
  • conflicting relation demands: im in a mixed relationship, im concerned abotu stigma concerned w interracial dating, do i tell my coworkers about my relationship
  • individual characteristics: risk taking/self monitoring
  • organization/context: legal protections etc
  • for not disclosing/passing: burden, psych, strain on work/personal relationships
  • for revalaing: worying about stigma
17
Q

What are the influential contextual factors that affect whether an individual will choose to pass or reveal?

A
  • organizational diversity climate (support, inclusive policies, DIs)
  • professional & industry norms
  • legal protections
  • interpersnoal relationships at work
18
Q

What are the influential individual factors that affect whether an individual will choose to pass or reveal?

A
  • personality traits (care less or more about what ppl think)
  • self moniroting (high self moniroting ppl tend to pass cause they dont like to go against social expectations)
  • dev stage (later in dev more likely to reveal)
  • prior experiences in coming out
19
Q

define passing

A

a cultural performance whereby one member of a defined social group masquerades as another in order to enjoy the privileges afforded to the dominant group

20
Q

What are the 2 main strategies ppl use to manage their invisible identities at work?

A
  • passing
  • revealing
21
Q

What are the 3 ways of “passing”

A
  • fabrication
  • concealment
  • discretion
22
Q

Define fabrication

A

actively creating a false identity by providing misleading info

23
Q

Define concealment

A

withholding specific info or suppressing any potential cues that might reveal the identity

24
Q

Define discretion

A

steering conversations away from personal topics to avoid having to discuss the identity

25
Q

define revealing

A

disclosing an identity that would otherwwise be invisible or unrecognizable to others (=coming out)
- can also be done in different ways
- signaling, normalizing, and differentiating

26
Q

What are the 3 ways of “revealing”

A
  • signaling
  • normalizing
  • differentiating
27
Q

Define signaling

A

offering subtle hints or clues to trusted individuals without overtly disclosing the identity

28
Q

Define normalizing

A

revealing the identity in a way that minimizes its perceived difference, often by emphasizing commonalities w others

29
Q

Define differentiating

A

actively highlighting the identity as a unique & valuable aspect of oneself, which may include advocacy or efforts to change others’ perceptions

30
Q

what are the 2 main challenges of intersectionality?

A
  • blind spots
  • the personal is politics
31
Q

what is the difficulty of intersectionality?

A
  • diversity is complex & dynamic, it doesnt have mathematical laws
    a. rational: what is the intersectionality of identities of ppl involves
    b. situational: what is the context/situation
    c. environmental: where does it take place
  • oppression olympics
  • both oppressors and oppressed often
32
Q

what are blind spots?

A
  • ranges from abstract terms to understanding the day-to-day life of other groups/minorities
  • this can be seen in critical self reflection
  • can lead to an accumulation of microaggressions
    ex: hidden rules among classes about money: for poor ppl its to be used/spent, for midle class ppl its to be managed, for rich ppl its to be coserved/invested
33
Q

what is meant by “the personal is politics”?

A
  • diversity & inclusion are society’s therapy
  • do i feel welcomed?
  • do i feel defensive?
  • d&I officer: how can i create a story in which everyone belongs
34
Q

What are the 2 types of social identities?

A

visible or invisible identties

35
Q

What does social identity theory posit?

A

ppl classify themselves & others into social categories that impact group membership & self-perception

36
Q

What does stigma theory posit

A

certain characteristics can lead to devaluation or discrimination, causing indvidiuals w in visible identities to face psych and social dilemmas around disclosure

37
Q

What does Subordinate Male Target Hypothesis (SMTH) posit?

A
  • based on social dominance theory
  • argues that oppresion is morst intensly direcred at males within subordinate groups (ethnic minority males may face more targeted oppression that ethnic minority females)
38
Q

What is the origin of the Intersectional invisibility model?

A

the subordinate male target hypothesis & double jeopardy models are too simplified
so created IIM which favours examining specific & unique forms of marginalization faced by intersectional identities rather than scorekeeping

39
Q

What does Intersectional Invisibility Model posit?

A
  • certain dominant ideologies (adnrocentrism, ethnocentrism, heterocentrism) establish societal protoypes
  • so ppl w intersecting identities (like black women, gay asian men etc) are not seen as typical or representative
  • so those groups face unique set of challenges

equity & diversity (13 decks)

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