skip to main content
Idioma:

Conditions of visibility: An intersectional examination of Black women's belongingness and distinctiveness at work

McCluney, Courtney L. ; Rabelo, Verónica Caridad

Journal of vocational behavior, 2019-08, Vol.113, p.143-152 [Periódico revisado por pares]

Philadelphia: Elsevier Inc

Texto completo disponível

Citações Citado por
  • Título:
    Conditions of visibility: An intersectional examination of Black women's belongingness and distinctiveness at work
  • Autor: McCluney, Courtney L. ; Rabelo, Verónica Caridad
  • Assuntos: Authenticity ; Black people ; Black women ; Corporate culture ; Employees ; Female employees ; Intersectionality ; Occupational psychology ; Optimal distinctiveness ; Paradox theory ; Visibility ; Women ; Work environment
  • É parte de: Journal of vocational behavior, 2019-08, Vol.113, p.143-152
  • Descrição: Employees face tensions to feel as if they are seen and appreciated as unique individuals while also feeling as if they belong in their workgroups and organizations. To resolve these tensions, scholars and practitioners advice that employees seek optimal distinctiveness—that is, increase their uniqueness without sacrificing belongingness—to feel valued and included at work. We argue, however, that marginalized employees may not have control over their distinctiveness and belongingness at work. In this paper, we argue that the high and low dimensions of belongingness and distinctiveness interact to create conditions of visibility that distort how Black women are seen, evaluated, and treated in the workplace. We argue that these conditions of visibility are gendered and racialized—that is, reinforced through hierarchies that systemically normalize Whiteness and maleness in organizations. We elaborate on these four conditions—precarious visibility, invisibility, hypervisibility, and partial visibility—and how they affect Black women's vocational experiences. Collectively, these conditions of visibility broaden our understanding of Black women's career trajectories as inextricably related to deeper structures of race, gender, and power in organizations and society at large. Therefore, we conclude with strategies to counteract how conditions of visibility undermine the careers and well-being of Black women and marginalized employees more broadly. •People experience paradoxical tensions to feel that they belong to, yet are distinct from, groups.•Race, gender, and class shape how people experience and negotiate these tensions.•These tensions create conditions of visibility that shape how people are seen.•Conditions of visibility for Black women can be precarious, invisible, hypervisible, or partial.•Recommendations for organizations to dismantle visibility conditions that undermine marginalized employees are discussed.
  • Editor: Philadelphia: Elsevier Inc
  • Idioma: Inglês
Voltar para lista de resultados
Ir para página anteriorAnterior Resultado  20 AvançarIr para próxima página

  • Realização: ABCD-USP USP   Logos de Redes Sociais: Freepik

Buscando em bases de dados remotas. Favor aguardar.