Relevant bibliographies by topics / Racialized Organizations

Academic literature on the topic 'Racialized Organizations'

Author: Grafiati
Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Racialized Organizations"

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Crooks, Roderic. "Productive myopia: Racialized organizations and edtech." Big Data & Society 8, no. 2 (July 2021): 205395172110504. http://dx.doi.org/10.1177/20539517211050499.

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This paper reports on a two-year, field-based study set in a charter management organization (CMO-LAX), a not-for-profit educational organization that operates 18 public schools exclusively in the Black and Latinx communities of South and East Los Angeles. At CMO-LAX, the nine-member Data Team pursues the organization's avowed mission of making public schools data-driven, primarily through the aggregation, analysis, and visualization of digital data derived from quotidian educational activities. This paper draws on the theory of racialized organizations to characterize aspects of data-driven management of public education as practiced by CMO-LAX. I explore two examples of how CMO-LAX shapes data to support racial projects: the reconstruction of the figure of chronic truants and the incorporation of this figure in a calculative regime of student accomplishment. Organizational uses of data support a strategy I call productive myopia, a way of pursuing racial projects via seemingly independent, objective quantifications. This strategy allows the organization to claim to mitigate racial projects and, simultaneously, to accommodate them. This paper concludes by arguing for approaches to research and practice that center racial projects, particularly when data-intensive tools and platforms are incorporated into the provision of public goods and services such as education.
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Barrett, Eileen, and Susan Thompson Hingle. "Medical Schools as Racialized Organizations." Annals of Internal Medicine 174, no. 12 (December 2021): 1776–78. http://dx.doi.org/10.7326/l21-0637.

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Nguemeni Tiako, Max Jordan, Victor Ray, and Eugenia South. "Medical Schools as Racialized Organizations." Annals of Internal Medicine 174, no. 12 (December 2021): 1777–78. http://dx.doi.org/10.7326/l21-0638.

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Ray, Victor. "A Theory of Racialized Organizations." American Sociological Review 84, no. 1 (January 25, 2019): 26–53. http://dx.doi.org/10.1177/0003122418822335.

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Organizational theory scholars typically see organizations as race-neutral bureaucratic structures, while race and ethnicity scholars have largely neglected the role of organizations in the social construction of race. The theory developed in this article bridges these subfields, arguing that organizations are racial structures—cognitive schemas connecting organizational rules to social and material resources. I begin with the proposition that race is constitutive of organizational foundations, hierarchies, and processes. Next, I develop four tenets: (1) racialized organizations enhance or diminish the agency of racial groups; (2) racialized organizations legitimate the unequal distribution of resources; (3) Whiteness is a credential; and (4) the decoupling of formal rules from organizational practice is often racialized. I argue that racialization theory must account for how both state policy and individual attitudes are filtered through—and changed by—organizations. Seeing race as constitutive of organizations helps us better understand the formation and everyday functioning of organizations. Incorporating organizations into a structural theory of racial inequality can help us better understand stability, change, and the institutionalization of racial inequality. I conclude with an overview of internal and external sources of organizational change and a discussion of how the theory of racialized organizations may set the agenda for future research.
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Rocha Beardall, Theresa. "Settler Simultaneity and Anti-Indigenous Racism at Land-Grant Universities." Sociology of Race and Ethnicity 8, no. 1 (December 3, 2021): 197–212. http://dx.doi.org/10.1177/23326492211037714.

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Moments of performative racial consciousness, however urgent and necessary, often fail to reckon with long-standing demands against injustice from communities of color. In the case of Indigenous Peoples in higher education, these demands frequently include an end to derogatory mascots and racialized campus violence. This article attends to those issues by merging and extending settler-colonial theory and racialized organization theory to examine how the logics of Indigenous elimination and dispossession permeate higher education. With a specific focus on land-grant universities, I argue that racialized organizations are embedded in institutional fields and that both operate within a broader settler-colonial project. I introduce the concept of settler simultaneity to further historicize the study of racialized organizations and uncover how they target persons, collectives, and ideas that pose obstacles to settler goals of subordination, extraction, and profiteering both locally and globally. I look to the University of Illinois at Urbana-Champaign as a case study that illustrates how these logics work across time and conclude by considering how critical engagement with the logics of elimination can help us to better understand, and hold accountable, the policies and programs of racialized organizations in other areas of social life.
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Nguemeni Tiako, Max Jordan, Eugenia C. South, and Victor Ray. "Medical Schools as Racialized Organizations: A Primer." Annals of Internal Medicine 174, no. 8 (August 2021): 1143–44. http://dx.doi.org/10.7326/m21-0369.

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Lerma, Veronica, Laura T. Hamilton, and Kelly Nielsen. "Racialized Equity Labor, University Appropriation and Student Resistance." Social Problems 67, no. 2 (May 13, 2019): 286–303. http://dx.doi.org/10.1093/socpro/spz011.

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Abstract We coin the term “racialized equity labor” to describe the often uncompensated efforts of people of color to address systematic racism and racial marginalization within organizations. Using a year-long ethnographic and interview study of a majority-minority public university, we focus specifically on the racialized equity labor of college students who, like many faculty and staff of color, often labor to make their campuses comfortable and functional for historically underrepresented populations. We identify a cycle of racialized labor appropriation whereby: 1) people of color identify problems in the racial environment of their organizations and work to solve them; 2) leadership responds by blocking efforts and/or denying issues; 3) external and/or internal pressures force introspection and push leaders to resolve an organizational threat (e.g., to the university’s public image of diversity); and finally, 4) leadership appropriates racialized equity labor, and in doing so converts it into a diluted diversity initiative. Those engaged in racialized equity labor may resist appropriation, but the cycle takes a toll on activists. The ways in which organizations respond to racialized equity labor offers insight into the reproduction of racial inequities, despite the hard work of people of color to create meaningful racial change.
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McCambly, Heather, and Jeannette A. Colyvas. "Institutionalizing Inequity Anew: Grantmaking and Racialized Postsecondary Organizations." Review of Higher Education 46, no. 1 (September 2022): 67–107. http://dx.doi.org/10.1353/rhe.2022.0013.

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Colyvas, Jeannette Anastasia, and Heather McCambly. "Institutionalizing Inequality Anew: Grantmaking & Racialized Postsecondary Organizations." Academy of Management Proceedings 2021, no. 1 (August 2021): 16538. http://dx.doi.org/10.5465/ambpp.2021.16538abstract.

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Rodriguez, Sophia, Benjamin J. Roth, and Leticia Villarreal Sosa. "“Immigration Enforcement Is a Daily Part of Our Students’ Lives”: School Social Workers’ Perceptions of Racialized Nested Contexts of Reception for Immigrant Students." AERA Open 8 (January 2022): 233285842110731. http://dx.doi.org/10.1177/23328584211073170.

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This qualitative analysis examines school social workers’ equity work for immigrant students, including their perceptions of immigration enforcement and school climates that support or hinder immigrant student experiences. We conceptually expand understandings of nested contexts of reception and racialized organizations across macro, meso, micro levels, and how they affect immigrant students’ educational experiences, mobility, and belonging. Utilizing open-ended responses from a unique national survey data set, we examine school social workers’ perceptions of the macro, meso, micro racialized contexts that immigrant students encounter, how school social worker perceptions reflect racial attitudes as part of the racialized organization of schools in which they work, and how such racial attitudes influence their actions and potentially disrupt racial inequality in schools. Discussion of the impact of school social workers’ racial attitudes, and perceptions of racialized contexts and how they influence school social workers’ advocacy for immigrant students is offered.
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Dissertations / Theses on the topic "Racialized Organizations"

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Reed, Michael A. "A descriptive phenomenological inquiry of the links among racialized knowledge, leadership, and organization competitive advantage." Thesis, University of Phoenix, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3731431.

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This qualitative dissertation – which employed a descriptive phenomenological design – examined the associative links that situate racialized knowledge, leadership, and the actions leaders in organizations take to secure competitive advantage. The intent was to investigate the circumstances embedded in the everyday experiences, perceptions, and knowledge of leaders in ethnically and racially diverse organizational settings to discern patterns and themes that might illuminate more fully the complexity of racialized knowledge and its potential to inform decision-making, leadership practices, and organization competitive advantage. The study used a semi-structured interview format to obtain data from eight White and eight non-White participants via an online asynchronous interface. Seven significant themes emerged from participant interviews – reckoning relationships and individual differences, race-coded communication, debunking bias, perspectival diversity, immutable leadership practices, racial spaying, and competitive diversity – which extended the body of knowledge related to racialized knowledge, leading racially different others, and the actions undertaken by leaders to sustain organization competitive advantage. This research is significant to leaders in organizations because it helps them make sense of the often complex and shadowy world in which racialized knowledge is sanctioned, formalized, and operationalized by actors in social organizations.

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Lawhorn, Joshlyn. "Race and Gender in (Re)integration of Victim-Survivors of CSEC in a Community Advocacy Context." Scholar Commons, 2018. https://scholarcommons.usf.edu/etd/7324.

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In this thesis, I use feminist ethnography at a nonprofit organization to analyze the racialized gender in (re)integration of victim-survivors of commercial sexual exploitation of children (CSEC). Critical race feminism and intersectionality are the theoretical frameworks to guide the analysis of community advocacy. The analysis considers two themes with various subsections that capture CSEC at the site. The first theme analyzes the definition, challenges, coordination and rhetoric of reintegration at the site. The second theme highlights the site’s racial identity, Black victimhood of victim-survivors of CSEC in the context of community, and racialized gender within reintegration. I discuss the strategic use of colorblindness within reintegration at the NGO and the child/adult dichotomy that shapes the organization’s understanding of CSEC.
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(6984413), Tiwaladeoluwa Adekunle. ""Shea Moisture is Cancelled": Racialized Identification in the 2017 Shea Moisture Crisis." Thesis, 2019.

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In 2017, Shea Moisture, a company that created natural hair products targeted primarily toward Black women, released an online video in which ostensibly white and multiracial women discussed the struggles they encountered in accepting their natural hair. This video led to a public relations crisis for the organization as a result of its perceived exclusion of the organization’s core public--Black women with 4C hair, who arguably experience the highest levels of discrimination on account of their natural hair. This study explored the role of identity and identification in this crisis by conducting a qualitative content analysis of identification types in Black men and women’s online responses to the video. Emotions present in the online posts were used as rhetorical indicators of deidentification, ambivalent identification, identification or disidentification. The findings of this study, contextualized within the socio-political context of the crisis, suggest that responses to Shea Moisture’s video were informed by : its public’s identification with one another, their construal and co-construction of the organization’s identity as a Black business, and their identification with the organization on the basis of this identity. This study reinforces the role played by publics in co-constructing an organization’s identity and reveals the importance of sociopolitical realities and uneven power relations to publics’ identification. This study also introduces the concept of “protected identification” to describe a mode of identification that informed by a socio-political context wherein marginalization exists, comes with a unique set of expectations for the actions of an organization.

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Nangwaya, Ajamu. "Race, Resistance and Co-optation in the Canadian Labour Movement: Effecting an Equity Agenda like Race Matters." Thesis, 2011. http://hdl.handle.net/1807/31878.

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The purpose of this research project was to analyze the dialectic of co-optation/domestication and resistance as manifested in the experience of racialized Canadian trade unionists. The seven research participants are racialized rank-and-file members, elected or appointed leaders, retired trade unionists, as well as staff of trade unions and other labour organizations. In spite of the struggle of racialized peoples for racial justice or firm anti-racism policies and programmes in their labour unions, there is a dearth of research on the racialized trade union members against racism, the actual condition under which they struggle, the particular ways that union institutional structures domesticate these struggles, and/or the countervailing actions by racialized members to realize anti-racist organizational goals. While the overt and vulgar forms of racism is no longer the dominant mode of expression in today’s labour movement, its systemic and institutional presence is just as debilitating for racial trade union members. This research has uncovered the manner in which the electoral process and machinery, elected and appointed political positions, staff jobs and formal constituency groups, and affirmative action or equity representational structures in labour unions and other labour organizations are used as sites of domestication or co-optation of some racialized trade unionists by the White-led labour bureaucratic structures and the forces in defense of whiteness. However, racialized trade union members also participate in struggles to resist racist domination. Among some of tools used to advance anti-racism are the creation of support networks, transgressive challenges to the entrenched leadership through elections, formation of constituency advocacy outside of the structure of the union and discrete forms of resistance. The participants in the research shared their stories of the way that race and gender condition the experiences of racialized women in the labour movement. The racialized interviewees were critical of the inadequacy of labour education programmes in dealing effectively with racism and offer solutions to make them relevant to the racial justice agenda. This study of race, resistance and co-optation in the labour movement has made contributions to the fields of critical race theory, labour and critical race feminism and labour studies.
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Books on the topic "Racialized Organizations"

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Baker, Darren T., and Elisabeth Kelan. Integrating Talent and Diversity Management. Edited by David G. Collings, Kamel Mellahi, and Wayne F. Cascio. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780198758273.013.17.

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In globalized economies, organizations invest significant resources in managing talent in their diverse workforce. Presumably, talent and diversity management are complementary and interrelated, sharing the similar aim to nurture the skills, attributes, and career progression of the workforce. However, the two practices are also at odds. Talent management has been defined by an exclusionary paradigm focused on developing an elite segment of the workforce. We explore the problematic effect of talent management on equality. Talent management could foreclose how perceptions of “talent” are deeply inflected in gendered, classist, and racialized ways. The complex experiences of minority groups in gaining access to and progression within organizations should be considered. We discuss how talent management could be used to catalyze equality in organizations and suggest future research on the intersection between equality, diversity, and talent management.
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Williams, Erica Lorraine. Moral Panics. University of Illinois Press, 2017. http://dx.doi.org/10.5406/illinois/9780252037931.003.0008.

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This chapter examines how state and nongovernmental organizations' campaigns in Brazil construct sex tourism as a problem to be eradicated in part by conflating it with trafficking, along with the questions it raises about the possibilities of transnational mobility for socioeconomically disadvantaged Brazilian women. The chapter begins with a historical overview of the concept of trafficking and of global antitrafficking movements as well as the ways in which “trafficking” has been confused and conflated with “sex tourism.” It then considers how trafficking and sex tourism have been constituted as objects of knowledge before discussing the campaign activities of Aprosba and CHAME (Humanitarian Center for the Support of Women). It shows that CHAME's anti-trafficking educational campaign materials constitute an “archive of racialized sexuality” that creates “moral panics” about interracial sex and transnational border crossings that reinforces notions of who is worthy of the privileges of transnational mobility.
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Espiritu, Yen Le. Race and U.S. Panethnic Formation. Edited by Ronald H. Bayor. Oxford University Press, 2014. http://dx.doi.org/10.1093/oxfordhb/9780199766031.013.013.

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Panethnicity refers to the development of bridging organizations and the generalization of solidarity among subgroups that are racialized to be homogeneous by outsiders. This chapter argues that while the formation of a consolidated white identity in the United States is self-motivated and linked to white privilege, panethnicity for people of color is a product of racial categorization and bound up with power relations. As the influx of new immigrants transforms the demographic composition of existing groups such as Asian Americans and Latinos, group members face the challenge of bridging the class, ethnic, and generational chasms dividing the immigrants and the U.S.-born. In all, existing data confirm the plural and ambivalent nature of panethnicity: it is a highly contested terrain on which different groups merge and clash over terms of inclusion but also an effective site from which to forge alliances with other groups both within and across the U.S. borders.
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Williams, Erica Lorraine. Introduction. University of Illinois Press, 2017. http://dx.doi.org/10.5406/illinois/9780252037931.003.0001.

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This book explores the cultural and sexual economies of tourism in the Brazilian state of Bahia, known as the “Black Mecca” of Brazil, in order to make sense of how racism, eroticization, and commodification play out in the context of transnational tourism. More specifically, it examines sex tourism's so-called ambiguous entanglements as well as the specter of sex tourism. It also examines the meanings and implications of sex tourism for daily life, romantic relationships, and the transnational mobility of multiple actors in Bahia based on interviews, conducted between June 2005 and August 2008, with a broad range of people, including foreign tourists, tour guides, sex workers, and representatives of nongovernmental organizations. Finally, the book interrogates questions of globalization, political economy, and transnationalism by analyzing the racialized and sexualized dynamics of Salvador, the capital of Bahia, as well as the implications of the specter of sex tourism in the city. This introduction provides an overview of the tourism industry and tourism studies research as well as the book's arguments, theoretical frameworks, research methodologies, and chapters.
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Robson, Laura. The Politics of Mass Violence in the Middle East. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780198825036.001.0001.

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The Mashriq today is characterized by an astonishingly bloody civil war in Syria; an ever more highly racialized and militarized approach to the concept of a Jewish state in Israel and the Palestinian territories; an Iraqi state paralyzed by the emergence of class- and region-inflected sectarian identifications; a Lebanon teetering on the edge of collapse from the pressures of its huge numbers of refugees and its sect-bound political system; and the rise of a wide variety of Islamist paramilitary organizations seeking to operate outside all these states. The region’s emergence as a “zone of violence” characterized by a viciously dystopian politics of identity is a relatively recent phenomenon, developing only over the past century or so; but despite these shallow historical roots, the mass violence and dispossession now characterizing Syria, Lebanon, Israel/Palestine, and Iraq have emerged as some of the twenty-first century’s most intractable problems. This book uses a framework of mass violence—encompassing the concepts of genocide, ethnic cleansing, forced migration, appropriation of resources, mass deportation, and forcible denationalization—to explain the emergence of a dystopian politics of identity across the Eastern Mediterranean in the modern era and illuminate the contemporary breakdown of the state from Syria to Iraq to Israel.
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Elias, Juanita. Labor and Gender. Oxford University Press, 2017. http://dx.doi.org/10.1093/acrefore/9780190846626.013.250.

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Writings on women workers in the global economy have generally taken as their starting point the rise in female employment in industries in the light manufacturing for export sector. Another issue covered by the literature on gender and labor is migration, where the racialized as well as gendered nature of employment is thrown into sharp focus. Migration has been a major concern in much of the recent feminist literature on gender and employment is because one of the most significant features of contemporary processes of migration has been the feminization of these flows. But given the ways in which women workers both in export sector factories and as migrant domestic workers are subject to harsh workplace practices, social stigmatization, and systems of intense workplace control, the possibilities for resistance and change for some of these groups of workers are considered as well. Three intersecting literatures that focus on the topic of resistance to regimes of labor control in a variety of different workplaces (including the household) are discussed: first, those that focus on “everyday” forms of resistance; second, those that look more at resistance as an organized political strategy taking the form of trade union activism or involving nongovernmental organizations (NGOs); and third is a literature that considers the possibilities and limitations of a wider politics of resistance offered by things like corporate codes of conduct and corporate social responsibility.
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Chacón, Jennifer M., and Susan Bibler Coutin. Racialization through Enforcement. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198814887.003.0011.

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Immigration law and enforcement choices have enhanced the salience of Latino racial identity in the United States. Yet, to date, courts and administrative agencies have proven remarkably reluctant to confront head on the role of race in immigration enforcement practices. Courts improperly conflate legal nationality and ‘national origin’, thereby cloaking in legality impermissible profiling based on national origin. Courts also maintain the primacy of purported security concerns over the equal protection concerns raised by racial profiling in routine immigration enforcement activities. This, in turn, promotes racially motivated policing practices, reifying both racial distinctions and racial discrimination. Drawing on textual analysis of judicial decisions as well as on interviews with immigrants and immigrant justice organization staff in California, this chapter illustrates how courts contribute to racialized immigration enforcement practices, and explores how those practices affect individual immigrants’ articulation of racial identity and their perceptions of race and racial hierarchy in their communities.
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Boris, Eileen, and Allison Louise Elias. Workplace Discrimination, Equal Pay, and Sexual Harassment. Edited by Holly J. McCammon, Verta Taylor, Jo Reger, and Rachel L. Einwohner. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780190204204.013.10.

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This chapter traces the changing status of women in the workplace by focusing on the individual and collective battles of the 1960s and 1970s that resulted in legal protections for working women. It considers new names for old problems—like sexual harassment—as well as new remedies for workplace discrimination that drew on equal employment law, unionization, and other organizational forms. Race, motherhood, age, and citizenship status distinguished women’s experiences in paid work, and thus this chapter takes an intersectional approach to understanding workplace developments based on women’s diverse identities. Anti-discrimination law has generated single-axis frameworks, which fail to address harms experienced by women of color that stem from their racialized gender and their holding low-paying, sex segregated jobs excluded from many labor standards. After providing an overview of these developments, the chapter ends with some directions for future research.
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Boréus, Kristina, Anders Neergaard, and Lena Sohl, eds. Ojämlika arbetsplatser. Hierarkier, diskriminering och strategier för jämlikhet. Nordic Academic Press (Kriterium), 2021. http://dx.doi.org/10.21525/kriterium.30.

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In this research anthology, inequality in Swedish working life in a Sweden marked by increased inequality, is studied. Racialised inequality, racism and discrimination in individual workplaces are focused, but inequalities based on class and gender are also studied. The concept of inequality regime is used by several of the authors to analyse work organizations. The workplaces studied are found in different sectors, not least in healthcare. The book also includes contributions that provide comparative international perspectives and studies of the development of inequality over time. The anthology contains 12 chapters based on empirical studies of working life, one chapter that analyses working life inequality from a political theory perspective, an introduction and a closing chapter that frames and draws conclusions from the different studies, as well as an afterword. The authors are 22 researchers from different social science disciplines.
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McKillen, Elizabeth. U.S. Labor Irreconcilables and Reservationists and the Founding ILO Conference in Washington, D.C., November 1919. University of Illinois Press, 2017. http://dx.doi.org/10.5406/illinois/9780252037870.003.0008.

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This chapter examines the debate over U.S. membership in the League of Nations and the International Labor Organization (ILO) as the ILO founding conference took place in Washington, D.C., in November 1919. It considers the importance of the International Congress of Working Women and African Americans from Leftist groups in shaping the debate over the ILO in the United States. In particular, it explores how a unique confluence of class, diaspora, race, and isolationist politics in the United States drove many centrist labor and moderate Left groups to adopt “irreconcilable” or harshly reservationist positions on the question of U.S. participation in the League and ILO. It also discusses Republican Senator Robert LaFollette's attack on the ILO in Congress and suggests that the debate over the ILO is illustrative of the role of economic considerations and ideas about the racialized division of labor in shaping Congressional responses to Woodrow Wilson's foreign policy programs in 1919.
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Book chapters on the topic "Racialized Organizations"

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Virdee, Satnam. "Municipal Anti-Racism and Black Self-Organization." In Racism, Class and the Racialized Outsider, 145–61. London: Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-43947-5_8.

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Jones, James R. "Theorizing a Racialized Congressional Workplace." In Race, Organizations, and the Organizing Process, 171–91. Emerald Publishing Limited, 2019. http://dx.doi.org/10.1108/s0733-558x20190000060010.

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Abad, Melissa V. "Race, Knowledge, and Tasks: Racialized Occupational Trajectories." In Race, Organizations, and the Organizing Process, 111–30. Emerald Publishing Limited, 2019. http://dx.doi.org/10.1108/s0733-558x20190000060007.

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"The Intersection of Race and Politics: A Framework for Racialized Organizational Politics Perceptions." In Politics in Organizations, 485–520. Routledge, 2012. http://dx.doi.org/10.4324/9780203197424-26.

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Byron, Reginald A., and Vincent J. Roscigno. "Bureaucracy, Discrimination, and the Racialized Character of Organizational Life." In Race, Organizations, and the Organizing Process, 151–69. Emerald Publishing Limited, 2019. http://dx.doi.org/10.1108/s0733-558x20190000060009.

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"Critical Diversity in the U.S. Military: From Diversity to Racialized Organizations." In Challenging the Status Quo, 287–300. BRILL, 2018. http://dx.doi.org/10.1163/9789004291225_015.

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Lopez-Perry, Caroline, Edwin Hernandez, and Enrique Espinoza. "Administrators Leveraging School Counseling Supports to Address Disparities in School Discipline." In Approaching Disparities in School Discipline, 215–36. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3359-1.ch009.

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Across the nation, various movements have persistently called for the removal of punitive practices in school; this includes removing law enforcement officers (LEOs) and school resource officers (SROs) and prioritizing funding toward student support services. This chapter brings attention to the role of school administrators and how they can leverage and support school counselors to address disparities in school discipline that impact racially minoritized youth. The authors draw on the theory of racialized organizations to demonstrate how schools are a racialized space, as individual agency is constrained or enabled by their social position within the organization, and how schools further reproduce inequity through their unequal distribution of resources. This chapter offers some practical approaches to reveal how school administrators can leverage school counselors to dismantle disparities in school discipline and prioritize practices of care.
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Walker, Michael L. "The “Politics”." In Indefinite, 82–108. Oxford University Press, 2022. http://dx.doi.org/10.1093/oso/9780190072865.003.0007.

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In this chapter, the problem of race as an organizing principle in Golden County jails is explored. The chapter describes a set of racialized principles known as “the politics” and explains how adherence to the politics varied from one housing unit to the next and from one type of temporary holding place to the next. In so doing, the chapter reveals cleavages in the logic of racial classification and the purported conflict said to be inherent to race relations in penal organizations. Equally important, this chapter introduces the term “flat hierarchy” and covers the many ways that race was used to distribute resources across the three racialized groups of penal residents. Finally, the author explains how deputies increased (rather than decreased) the likelihood of violence in the housing units by supporting and exploiting the politics for their own interests.
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Wright, Kevin L., Faith Danielle Garnett, and Matt LaVine. "Centering Black, Indigenous, People of Color Through Racialized Workplace Conflict Resolution." In Cases on Servant Leadership and Equity, 226–43. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-5812-9.ch014.

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Conflict is inevitable in the workplace and manifests in different ways. It is a common dysfunction when working in teams. A diversity of thoughts, ideologies, and beliefs always creates a risk of disagreement and misalignment. When examining identity and positionality in the workplace, conflict is usually resolved in favor of those who have identities within the dominant White culture. In light of this common reality, an opportunity is created to examine and determine how conflict can be resolved from an inclusive and equitable approach. This case study is designed to outline the tools and resources the Center for Equity and Inclusion uses with its clients when guiding organizations to resolve conflict, advance equity, and center Black, Indigenous, People of Color (BIPOC) in the workplace.
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De Lara, Juan D. "Latinx Frontiers." In Inland Shift. University of California Press, 2018. http://dx.doi.org/10.1525/california/9780520289581.003.0010.

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In the final chapter, the book considers how the region’s emerging Latinx majority has confronted and transformed inland California’s old geographies of race and class. It examines how key elected leaders tied the region’s growing Latinx population to the national discourse on border enforcement and undocumented immigration. One result is that the growing Latinx population was racialized as suspect citizens within the broader policy debate about the United States–Mexico border. The chapter concludes by showing how social-movement organizations mobilized to transform local institutions.
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Conference papers on the topic "Racialized Organizations"

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Poon, OiYan. "Race-Conscious and Unconscious Holistic Admissions: Racialized Organizations Managing Selective College Access." In 2021 AERA Annual Meeting. Washington DC: AERA, 2021. http://dx.doi.org/10.3102/1681364.

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McCoy-Simmons, Casey. "Intermediary Public Policy Organizations and the Discursive Evasion of Systemic Racism and Racialized Violence." In 2021 AERA Annual Meeting. Washington DC: AERA, 2021. http://dx.doi.org/10.3102/1685005.

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Alcala, Esteban. "Advocating and Empowering at Hispanic-Serving Institutions: Institutional Agents' Use of Capital in Racialized Organizations." In 2022 AERA Annual Meeting. Washington DC: AERA, 2022. http://dx.doi.org/10.3102/1886989.

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Reports on the topic "Racialized Organizations"

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Levine, Felice, Na'ilah Suad Nasir, Cecilia Rios-Aguilar, Ryan Gildersleeve, Katherine Rosich, Megan Bang, Nathan Bell, and Matthew Holsapple. Voices from the field: The impact of COVID-19 on early career scholars and doctoral students. American Educational Research Association, January 2021. http://dx.doi.org/10.3102/aera20211.

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This joint report from the American Educational Research Association (AERA) and the Spencer Foundation explores the impact of the COVID-19 pandemic on early career scholars and doctoral students in education research. The report presents findings and recommendations based on a focus group study held in May and June of 2020. The purpose of the study was to listen to and learn from the experiences of education researchers. The study included separate groups of scholars of color, women of color, and doctoral students of color, given that the COVID-19 crisis was highly racialized and having a disproportionate impact on communities of color. The aim of the report is to provide information that higher education institutions, agencies funding research, professional associations, and other research organizations can use to support the next generation of researchers and help buffer or contain adverse impacts to them. The report offers seven recommendations that could help to foster institutional and organizational responses to COVID-19 that are equitable and enriching. It is part of an ongoing initiative by AERA and Spencer to survey and assess the pressing needs of early career scholars and doctoral students at this pernicious time of a national pandemic.
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