Journal articles on the topic 'Racialized Organizations'
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1
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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Stott, Neil, and Michelle Fava. "Challenging racialized institutions." Journal of Management History 26, no. 3 (November 21, 2019): 315–33. http://dx.doi.org/10.1108/jmh-08-2019-0053.
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Purpose This paper aims to review the history of black and minority ethnic housing associations in England since the arrival of Commonwealth migrants. Design/methodology/approach Drawing on the theoretical framework of Lawrence and Buchanan (2017), the authors examine the interplay of institutional control, agency and resistance, in a highly racialized context. Findings The authors identify five phases in the development of grassroots organizers into housing associations, describing the different types of “institutional work” involved in challenging racialized institutions and establishing new institutions. The exercise of episodic power to achieve institutional agency created resistance from powerful actors seeking to maintain systemic power. The growing movement for black and minority ethnic housing fought to establish organizational legitimacy. Achieving this not only enabled them to serve and represent their communities but also entailed compromising more radical political agendas. Originality/value Racialized aspects are largely lacking from institutional theory, as are the actions of racialized individuals and organizations. In looking at a highly racialized context, the authors hope to contribute to understanding the institutional work done by such groups and the challenges they face as their efforts develop and become legitimated.
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Kopp, Claire. "Disrupting Racialized Practice in a Post-Pandemic Context." NACADA Review 3, no. 2 (July 1, 2022): 36–44. http://dx.doi.org/10.12930/nacr-21-16.
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This article prompts a new examination of advising practice. Although the COVID-19 pandemic has disrupted normal modes of operation, it presents a unique opportunity to determine new approaches that address the equity gap in student degree attainment. A specific theory of racialized organizations is used as a lens for examining advising practice and for critiquing how our advising practice either reinforces or disrupts systemic racial inequities in higher education. Reflective questions also provided a way to think about and question our practice from an organizational perspective. This paper proposes treating the COVID-19 pandemic as a catalyst for broadening the discussion of advisement beyond individual advisor actions and toward advising organizations that are more oriented toward social justice.
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Friedline, Terri, So’Phelia Morrow, Seyoung Oh, Thomas Klemm, and Jase Kugiya. "Banks as Racialized and Gendered Organizations: Interviews with Frontline Workers." Social Service Review 96, no. 3 (September 1, 2022): 401–34. http://dx.doi.org/10.1086/721145.
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Vargas, Nicholas. "Racial Expropriation in Higher Education: Are Whiter Hispanic Serving Institutions More Likely to Receive Minority Serving Institution Funds?" Socius: Sociological Research for a Dynamic World 4 (January 2018): 237802311879407. http://dx.doi.org/10.1177/2378023118794077.
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Hispanic Serving Institutions (HSIs) are colleges with 25 percent or higher Latinx student bodies. Categorization as HSI permits institutions to apply for restricted competitive federal grants that are meant to help alleviate Latinx educational inequalities. However, HSI designations have increased fivefold over recent decades, leading to greater competition between them for these racially designated resources. This is the first known study to investigate patterns of racialized resource allocation to this subset of colleges. Multivariate results indicate that HSIs with larger white and smaller black student bodies are more likely to receive competitive funds, whereas the proportion of Latinx and Asian students is unassociated with funding receipt. These findings point to important distinctions among racialized organizations. Despite their overarching categorical racial designations (e.g., Hispanic Serving Institutions), racialized organizations’ institutional proximities to whiteness and distance from blackness may still shape the distribution of opportunities and resources.
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Moore, Wendy Leo. "The Mechanisms of White Space(s)." American Behavioral Scientist 64, no. 14 (December 2020): 1946–60. http://dx.doi.org/10.1177/0002764220975080.
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In 2008, I published a theoretical frame of White institutional space beginning with the generalized proposition that social organizations, social institutions, and social structure are fundamentally and recursively related. In other words, individual organizations (like particular law schools) are produced by and function to reproduce racialized social institutions (like the institutions of education and law), just as social organizations and institutions are produced in as an element of and therefore reify the racial social structure—which in the United States is based on White supremacy. Within U.S. social organizations, there exist routine and systematic mechanisms, including racist historical and contemporary institutionalized hierarchies of power, racist institutionalized logics, and racist discourses and ideologies which inform everyday racialized practices, that function synergistically to channel the resources of U.S. organizations and institutions disproportionately to Whites. In this article, I utilize elements of my original research in elite law schools to delineate and demonstrate how mechanisms of White institutional space function tacitly and explicitly to reify White power and privilege.
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Okuwobi, Oneya, Deborwah Faulk, and Vincent J. Roscigno. "Diversity Displays and Organizational Messaging: The Case of Historically Black Colleges and Universities." Sociology of Race and Ethnicity 7, no. 3 (June 4, 2021): 384–400. http://dx.doi.org/10.1177/2332649220980480.
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Diversity has simultaneously become a pervasive goal and euphemism for racial differences in higher education. Although discourses within the postsecondary context highlight the positive impact of diversity on learning outcomes, organizational diversity efforts nevertheless warrant interrogation, given their possible obfuscation if not reification of, racial inequality and hierarchy. How do Historically Black Colleges and Universities (HBCUs)—colleges and universities that are, by their very nature, racialized organizations within higher education—express and adapt to the challenges presented by diversity imperatives? In this article, we interrogate this question through systematic content analyses of visual and narrative materials from 31 HBCUs. Results highlight how these institutions often rely on the same mechanisms that characterize diversity within predominately White institutions (PWIs)—commodification of difference and disconnection from issues of racial equity. Consequently, diversity for HBCUs reflects the more general racialized inequality regime in higher education—a regime wherein these organizations largely reinforce ideas, such as racial capitalism, which have implications for racial equity. Our results and discussion hold implications for scholarship on organizational diversity but are also informative with regard to the capacity and constraints of racialized organizations to meet the needs and interests of those they serve.
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Strong, Pauline Turner. "Cultural Appropriation and the Crafting of Racialized Selves in American Youth Organizations." Cultural Studies ↔ Critical Methodologies 9, no. 2 (December 31, 2008): 197–213. http://dx.doi.org/10.1177/1532708608325918.
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Heo, Seulkee, Pedro Diaz Peralta, Lan Jin, Claudia Ribeiro Pereira Nunes, and Michelle L. Bell. "Disparities in COVID-19 Impacts on Work Hours and Career Satisfaction by Gender and Race among Scientists in the US: An Online Survey Study." Social Sciences 11, no. 12 (December 8, 2022): 577. http://dx.doi.org/10.3390/socsci11120577.
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The impact of the COVID-19 pandemic on work–life balance may be unequal between female and male scientists. Further information is needed regarding whether the working conditions and career satisfaction for women and racialized scientists are disproportionately affected by the pandemic. This online survey collected data from 1171 scientists in science, technology, engineering, mathematics (STEM), and medicine (STEMM), public health, or other areas of science/engineering working in the US to examine potential disparities in changes in work hours and career satisfaction by gender and race/ethnicity. A significantly higher percentage of women reported increased work hours compared to men. Women, especially racialized women, experienced disproportionately higher increases in teaching and service than the other groups, which contributed to the increased total work hours for women. Satisfaction with the current career progress was lowest for racialized women compared to their counterparts. Our results indicate that the pandemic has inequitably affected allocation of workloads and career satisfaction by gender and race in scientific fields. Institutions of higher education and other research organizations should acknowledge the gender/race differences in science before and during the pandemic to better support the career development and achievement of all scientists, especially women and even more so racialized women.
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Alimahomed-Wilson, Sabrina. "When the FBI Knocks: Racialized State Surveillance of Muslims." Critical Sociology 45, no. 6 (March 2, 2018): 871–87. http://dx.doi.org/10.1177/0896920517750742.
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The sustained fixation on Muslims as the perennial suspects in domestic terrorism is a stereotype that continues to pervade counter-intelligence driven efforts. This research analyzes 113 cases of FBI contact with US Muslims living in Los Angeles, CA. Based upon these cases, this research suggests that every day, normal behavior becomes suspicious only when practiced by US Muslims, which would otherwise be acceptable, mundane, and unremarkable for ordinary white Christians, therefore constituting a form of “racialized state surveillance.” The most prevalent questions asked by FBI agents to Muslims in this study were regarding religious practices or affiliation with religious organizations demonstrating the FBI faultily presumes that Muslim ties to their community and faith is abnormal, and worthy of state surveillance. This research reveals that FBI contact with Muslims is often not reliant upon actual indications of criminal activity, but instead the contact is predicated upon the suspicion of who is engaged in these behaviors. Under racialized state surveillance, these actions become hyperscrutinized and deemed worthy of FBI assessment.
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Stewart, Mahala Dyer. "Pushed or Pulled Out? The Racialization of School Choice in Black and White Mothers’ (Home) Schooling Decisions for Their Children." Sociology of Race and Ethnicity 6, no. 2 (January 21, 2020): 254–68. http://dx.doi.org/10.1177/2332649219901130.
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Homeschooling is an increasingly common schooling option for middle-class black families yet is often overlooked in research on race and education. Drawing on interviews with 67 middle-class black and white mothers living in one northeastern metropolitan area—half of whom homeschool, while the other half enroll their children in conventional school—the author examines how race influences mothers’ decisions to homeschool or conventional school. The findings show that mothers’ schooling explanations reflect their experiences as shaped by the racial hierarchy constituted in schools. Black mothers respond to a push out of conventional schools on the basis of their children’s experiences of racial discrimination. In contrast, white mothers respond to a pull out of conventional schools to individualize their children’s academic programs. Building on racialized organizations and critical race theory, these findings elucidate how the formal structure of schools is racialized in ways that constrain black mothers’ agency, while enabling the agency of white mothers to activate school choice. The findings underscore how homeschooling, often assumed to be race neutral, is racialized in ways that reproduce inequalities under school choice and appears to redress discrimination in schools.
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Schmidt, Heather. "China's Confucius Institutes and the "Necessary White Body"." Canadian Journal of Sociology 38, no. 4 (December 31, 2013): 647–68. http://dx.doi.org/10.29173/cjs21200.
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Abstract. Confucius Institutes (CIs), modelled on similar European organizations, promote China’s official national language and culture abroad. Unlike their European counterparts, however, the interactions between CIs and Canadian audiences are haunted by complex histories of a racialized “Oriental Other” in Canada and “Western Other” in China. Through ethnographic research on the Confucius Institute in Edmonton and the CI Headquarters in Beijing, this paper explores racialized representations of China and Chinese culture, as well as racialized understandings of the desired Western audience, in both locations. I argue that representations of Chinese culture are caught between two competing logics which I term reorientalism and reorientality. Reorientalism attempts to reclaim definitions of Chineseness and redress misunderstandings about China while simultaneously making China comprehensible and ultimately marketable through reorientality, or a use of familiar Orientalist tropes. Canadians (most often imagined and represented as white) are encouraged to engage with this reorientality through their own performance and embodiment of Chinese culture (a conceptually distinct process I call re-orientality) as a means of understanding the project of reorientalism. However, the spectacle of Chinese culture through CIs resonates with Canadian multiculturalism in ways that may unintentionally reproduce a social landscape that normalizes whiteness and the consumption of ethnicized Otherness.
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Vega, Blanca Elizabeth, Román Liera, and Mildred Boveda. "Hispanic-Serving Institutions as Racialized Organizations: Elevating Intersectional Consciousness to Reframe the “H” in HSIs." AERA Open 8 (January 2022): 233285842210950. http://dx.doi.org/10.1177/23328584221095074.
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Conceptualizations of servingness must include an understanding of how racial ideologies shape Hispanic-Serving Institutions (HSIs). Three Latinx scholars offer testimonios on our experiences as students, faculty, and researchers at teaching and research-intensive HSIs. From our testimonios, we found that practices of Blanqueamiento (Whitening of a population) and Mestizaje (racial mixture) operate at HSIs to flatten our understanding of Hispanics in U.S. society. To make sense of our testimonios within these HSI contexts and constraints, we applied an intersectional consciousness perspective on racialized organizations. Findings include Whiteness operating as a credential, legitimizing unequal resources, diminishing agency among minoritized groups, and continued use of Mestizaje (disguised as Hispanic) as a prevailing ideology. We provide considerations for HSI leaders, researchers, and administrators to elevate their intersectional consciousness and disrupt how HSIs contribute to essentialist notions of Latinxs.
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Salma, Jordana, and Deena Giri. "Engaging Immigrant and Racialized Communities in Community-Based Participatory Research During the COVID-19 Pandemic: Challenges and Opportunities." International Journal of Qualitative Methods 20 (January 2021): 160940692110362. http://dx.doi.org/10.1177/16094069211036293.
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Community-based participatory research (CBPR) approaches have been important avenues for addressing community vulnerability during pandemics and times of crises. There has been little guidance, however, on how to approach CBPR within the context of the COVID-19 pandemic where physical distancing and closure of essential community organizations became the norm. This study discusses challenges and possibilities of using CBPR during a pandemic to address the needs of immigrant and racialized older adults in Alberta, Canada. Two case studies of active research projects that aim to engage immigrant and racialized older adults are presented. Three key challenges are identified related to research activities during the pandemic: (a) pivoting as new foci emerge, (b) recognizing inequity in research participation, and (c) reflecting on well-being in the research team. Approaches to addressing these challenges are highlighted with recommendations for future considerations in CBPR research within vulnerable communities.
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Money, Duncan. "Race and Class in the Postwar World: The Southern African Labour Congress." International Labor and Working-Class History 94 (2018): 133–55. http://dx.doi.org/10.1017/s014754791800011x.
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AbstractUnderstandings of class have often been highly racialized and gendered. This article examines the efforts of white workers’ organizations in Southern Africa during the 1940s to forge such a class identity across the region and disseminate it among the international labor movement. For these organizations, the “real” working class was composed of white men who worked in mines, factories, and on the railways, something pertinent to contemporary understandings of class.The focus of these efforts was the Southern African Labour Congress, which brought together white trade unions and labor parties and sought to secure a place for them in the postwar world. These organizations embodied the politics of “white laborism,” an ideology which fused political radicalism and white domination, and they enjoyed some success in gaining acceptance in the international labor movement. Although most labor histories of the region have adopted a national framework, this article offers an integrated regional labor history.
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Price Azano, Amy, and Darris R. Means. "Rethinking Equity and Justice in Rural Organizations: Implications for Policy and Practice." Rural Educator 43, no. 1 (February 18, 2022): 110–14. http://dx.doi.org/10.35608/ruraled.v43i1.1359.
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This qualitative study examines the progress of a rural New Jersey school in addressing longstanding racial conflict after implementing a Youth Participatory Action Research project two years prior. Here we take up the thread as students continued to develop activities meant to increase awareness of ongoing issues, and as adults used professional development time to model best practices in managing racialized interactions. Eight teachers and staff not originally involved and nine students who had been directly involved were interviewed and a student focus group conducted. All participants agreed that progress had been made though issues around curriculum and discipline remained. Both the adults and the students engaged in considerable self-reflection about their roles. Adults reported the impact of hearing the students’ voices on school practices, and students discussed how their roles as researchers and peer leaders had contributed to their standing as experts.
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Federici, Silvia, and Campbell Jones. "Counterplanning in the Crisis of Social Reproduction." South Atlantic Quarterly 119, no. 1 (January 1, 2020): 153–65. http://dx.doi.org/10.1215/00382876-8007713.
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In this interview Silvia Federici discusses the prospects for counterplanning from below in the current crisis of social reproduction. The organization of care and social reproduction by capital, in alliance with governmental and non-governmental organizations, has created massive structural suffering and devalued vital social activities from which capital extracts value for which it pays nothing. As this crisis of social reproduction has developed internationally and taken on increasingly racialized forms, new and different forms of struggle over social reproduction have arisen. Starting from the Wages for Housework campaign and her 1975 call for “Counter-planning from the Kitchen,” Federici refines her thinking about the struggle over social reproduction and the reproductive commons today. She sketches the shifting grounds of the present crisis, and stresses what can be learned from current struggles over social reproduction in Africa, Latin America, and elsewhere, to organize and value social reproduction differently.
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Espino, Michelle M., and Juanita Ariza. "“We’re Not Going to Overcome Institutional Bias by Doing Nothing”: Latinx/a/o Student Affairs Professionals as Advocates for Equity." Education Sciences 12, no. 10 (October 18, 2022): 716. http://dx.doi.org/10.3390/educsci12100716.
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Higher education institutions continue to be contested environments where the goals of equity and inclusion are often at odds with the permanence of institutional racism. Through a multi-case study of 19 Latinx/a/o mid-level administrators who worked at 16 predominantly white, private four-year universities, the authors uncovered the ways that (a) private universities grant agency to Latinx/a/o mid-level administrators to serve student needs but restrict agency to address the inequitable organizational structures; (b) constituent groups within private universities, namely faculty, mark the racialized boundaries of power and decision-making through credentialing; and (c) private universities use silence as a means of controlling Latinx/a/o mid-level professionals administrators’ equity work. Although Latinx/a/o mid-level administrators have a significant role to play in advancing equity work inside higher education institutions, these racialized organizations will create barriers that maintain whiteness and white interests. Without addressing power structures and the bureaucracy of decision-making at private institutions, progress on equity throughout the organizational structure may be limited. Implications for research and practice for Latinx/a/o/ administrators are discussed.
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Saini, Rajnish. "Systemic Discrimination in Policing: Four Key Factors to Address." Journal of Community Safety and Well-Being 6, no. 1 (March 19, 2021): 11–16. http://dx.doi.org/10.35502/jcswb.179.
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Canada’s demographic landscape is comprised of a breadth of cultures and religious beliefs, racialized groups, Indigenous persons, and genders and sexual orientations. In contrast, the demographic composition of many police services in Canada does not reflect the communities they serve. While efforts of police services across Canada to diversify have led to a proliferation of racial minorities, women, and Indigenous persons gaining employment within police organizations, serious obstacles of exclusion, racism, and discrimination remain. This paper will critically analyze four factors that accentuate and contribute to systemic discrimination in policing and provide recommendations to identify, mitigate, and address this issue.
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Manduley, Aida E., Andrea Mertens, Iradele Plante, and Anjum Sultana. "The role of social media in sex education: Dispatches from queer, trans, and racialized communities." Feminism & Psychology 28, no. 1 (February 2018): 152–70. http://dx.doi.org/10.1177/0959353517717751.
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Social media is a well-established communication method, but little academic literature explores the psychological and social benefits for sexuality education. Particularly for queer, trans, and racialized communities – who have been historically maligned by state-based sex education – social media has become a tool to build internal capacity and psychological well-being as well as democratize, amplify, and share experiences around sexuality. Informed by intersectionality and health literacy frameworks, this commentary provides concrete examples of how and why these communities are taking advantage of social media as a means of liberation and form of sexuality education in and of itself. We also provide practical strategies for researchers, educators, and organizations seeking to utilize the power of social media.
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Preito-Hodge, Kayla, and Donald Tomaskovic-Devey. "A Tale of Force: Examining Policy Proposals to Address Police Violence." Social Currents 8, no. 5 (May 27, 2021): 403–23. http://dx.doi.org/10.1177/23294965211017903.
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We develop an explicitly organizational and relational approach to examine the problem of police violence, focusing empirically on prominent policy recommendations to increase officer demographic diversity, raise educational requirements for new officers, and implement community policing strategies. We first review prior research on these proposals, which is surprisingly thin and non-supportive of the proposals. To examine the baseline plausibility of these recommendations, we estimate cross-sectional negative binomial models, regressing counts of police department use of force on indicators of community policing, officer education, and officer racial and gender diversity. We find that police organizations with more college-educated officers are less violent toward citizens, but that the race and sex composition of law enforcement organizations are not associated with lower levels of police violence. After unpacking the community police philosophy into component practices, we find that practices that encourage proactive policing are associated with higher levels of police violence, while those that encourage the formation of relationships with citizens may reduce police violence. In conclusion, we advocate for better data collection on police violence, increased theorizing of police violence as an organizational accomplishment, and future policy interventions that approach police forces as potentially violent and racialized organizations.
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Guzman, Melissa. "Sanctifying the expansion of carceral control: Spiritual Supervision in the religious lives of criminalized Latinas." Punishment & Society 22, no. 5 (June 2, 2020): 681–702. http://dx.doi.org/10.1177/1462474520925328.
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Drawing from ethnographic data and interviews collected in a Latina/o Pentecostal organization based in Northern California’s Bay Area, this paper analyzes how a religious street ministry that offers rehabilitation services and spiritual aid to criminalized individuals enacts spiritual supervision. Spiritual supervision refers to the process by which religious organizations incentivize middle-class individuals to participate in the construction of a criminalized class of individuals, as part of how they practice their Christian identities. This article analyzes how middle-class congregants supervise the actions and behaviors of criminalized individuals who perform gendered physical labor and participate in public dramatizations of their criminal stigma in exchange for housing, food, and religious participation. Spiritual supervision provides a novel theoretical framework for analyzing how carceral state power spreads through the institutional missions and practices of institutions that aim to rehabilitate but also reinforce racialized, gendered, and classed hierarchies that further stigmatize and control criminalized people. As a less visible form of punishment imposed outside formal criminal justice institutions, spiritual supervision illuminates how carceral control operates and affects spiritual and religious landscapes.
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Curington, Celeste Vaughan. "Reproducing the Privilege of White Femininity: An Intersectional Analysis of Home Care." Sociology of Race and Ethnicity 6, no. 3 (November 13, 2019): 333–47. http://dx.doi.org/10.1177/2332649219885980.
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Research elucidates the gendered and racialized assumptions and practices embedded within occupational organizations but has considered less how race and gender mutually constitute the structure of the organization. The research that does interrogate how both race and gender structure organizational life for Black workers tends to focus on predominately White professional workplaces in the United States, where a White masculine or White feminine worker norm pervades. Drawing on interviews with Black African home care workers in Portugal, the author theorizes from the vantage point of Black women’s experience of work and elucidates how their narratives point to the several layers by which race and gender are embedded in organizational structures and practices that privilege White femininity in a non-U.S. work setting in which Black women make up the majority of the workforce. Black women reveal how White women colleagues’ scrutinize their labor performance unfairly, thwarting their opportunities for advancement and achieving respectful treatment within workplaces. Along with these interpersonal interactions, antiracial ideologies about the nature of the work also aid in racializing a gendered workplace that in turn makes invisible the racial tensions on the job. This research suggests that the Whiteness of an organization persists despite the “types” of workers that occupy the organizational space.
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Laybourn, Wendy M., Devon R. Goss, and Matthew W. Hughey. "“You’re Either One of Us or You’re Not”: Racial Hierarchy and Non-Black Members of Black Greek-Letter Organizations." Sociology of Race and Ethnicity 3, no. 4 (December 16, 2016): 552–65. http://dx.doi.org/10.1177/2332649216680102.
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Colleges and universities across the United States tout the importance of racial diversity, yet highly public racialized incidents persist. Historically, Black Greek-letter organizations (BGLOs) were created in the early twentieth century in response to the racism Black students experienced on college campuses. While previous literature provides evidence for the positive effects of BGLOs for Black members, less is known about if and how these effects of BGLO membership extend to non-Black members. Drawing on 34 in-depth interviews with non-Black members of BGLOs, we seek answers to three yet unasked questions: First, why do non-Blacks come to identify with BGLOs? Second, what are the responses and reactions to this identification process and experience? And finally, how does this identification relate to larger shifts in the United States’s racial hierarchy? We find that campus racial climate acts as a catalyst for BGLO membership and that BGLOs continue to serve their purpose as a necessary counter-space but that also, non-Blacks come to identify with these organizations in order to develop meaningful interracial solidarity and oppose their hostile campus climates.
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Friedline, Terri, Anna K. Wood, Mikal Wheatley, Seyoung Oh, and Haotian Zheng. "Doubling Down on Racial Capitalism during COVID-19: Qualitative Interviews with Bank Employees." ANNALS of the American Academy of Political and Social Science 698, no. 1 (November 2021): 163–84. http://dx.doi.org/10.1177/00027162211061277.
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The COVID-19 Pandemic Recession has revealed examples of systematic discrimination within a wide range of industries, including banking. Using data from interviews conducted with bank employees in March and April 2020, we explore how private banks exemplify racialized organizations and operate within the broader economic system of racial capitalism that prioritizes pursuit of profits over the interests of their customers. We explain how the banking industry’s responses to the pandemic reflect the logic of racial capitalism, and we develop the theme of doubling down to illustrate this logic and to explain the patterns revealed in employees’ narratives. Subthemes included pursuit of profits, bureaucratic mundane, forced choices, history limits imagination, and dissonance. We conclude with implications for the banking industry.
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Wall-Andrews, Charlie, Rochelle Wijesingha, Wendy Cukier, and Owais Lightwala. "The state of diversity among leadership roles within Canada's largest arts and cultural institutions." Equality, Diversity and Inclusion: An International Journal 41, no. 9 (August 12, 2022): 30–46. http://dx.doi.org/10.1108/edi-02-2021-0054.
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PurposeThis paper aims to answer the following research questions: Does the Canadian Arts Summit's membership (i.e. Canada’s largest cultural institutions) reflect Canada's diversity? What is the state of diversity among leadership roles within Canada's largest cultural institutions when viewed through a geographical, gender and racial diversity, and intersectional lens?Design/methodology/approachEmploying a geographic, gender, racial diversity and intersectional lens, the authors investigated the largest and most influential arts and cultural organizations in Canada (n = 125) to examine their leadership diversity. The authors found that there is a disconnect between the diversity of Canada and the leadership representation among the largest arts organizations. The authors rationalize the management implications of a lack of diversity leading Canada's cultural sector.FindingsThe leadership of major arts organizations in Canada does not reflect the diversity of Canada's population. For example, among 125 Canadian Arts Summit organizations, only 5.7% of CEOs are racialized compared to 94.3% who are White. The findings show similar results for lack of diversity in the Artistic Director and Chair of the Board roles.Originality/valueThere is limited research using this methodology to investigate leadership diversity, especially in the arts and culture sector. This research can create a benchmark for the sector to improve the status quo. The value of this research aims to encourage policy actors and arts leaders to address diversity and inclusion within their organizations and the communities they aim to serve. This research provides the foundation for future studies exploring leadership diversity and representation in the Canadian arts sector.
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Schauer, Jeff. "“We Hold It in Trust”: Global Wildlife Conservation, Africanization, and the End of Empire." Journal of British Studies 57, no. 3 (June 29, 2018): 516–42. http://dx.doi.org/10.1017/jbr.2018.80.
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AbstractIn the early 1960s, the College of African Wildlife Management opened in northern Tanzania. The institution was designed to lessen the impact of decolonization by training the first generation of African wildlife wardens in the tradition of their European predecessors. The product of racialized narratives about African violence and the growth of international conservation organizations, the college could be understood as a straightforward neocolonial institution designed to perpetuate British and western influence over land and animals in East Africa. In contrast, this paper pays close attention to the circumstances and context of the college's founding, the debates over funding and control, and its institutional culture. These aspects all suggest that African governments sought to use the college as a vehicle for pursuing the Africanization of the civil service and for formalizing a contractual relationship with international organizations about mutual obligations not only to Tanzania's wildlife sector but also the country's political economy. This focus on a conservation institution created in the early days of independence demonstrates that the work of decolonization continued after independence, and that expatriate personnel and culture remained embedded in new nations, informing our narratives of decolonization, conservation, and nationalism.
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Ng, Eric, and Caroline Wai. "Towards a definition of anti-oppressive dietetic practice in Canada." Critical Dietetics 5, no. 2 (March 3, 2021): 10–14. http://dx.doi.org/10.32920/cd.v5i2.1407.
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Increasingly, dietitians have found ourselves working with racialized clients, communities, and colleagues across the health and food systems in Canada. We are often asked to treat the adverse health outcomes of Black, Indigenous, and racialized communities resulting from these oppressions at the individual level. However, it is the role of dietitians to engage in efforts to "reduce health inequities and protect human rights; promote fairness and equitable treatment" (College of Dietitians of Ontario, 2019). An anti-oppression approach is required for dietitians to understand how their power and privilege shape the dietitian-client relationship. The purpose of this commentary is to propose a shift from cultural competence or diversity and inclusion in dietetics to an explicit intention of anti-oppressive dietetic practice. We begin our exploration from the Canadian context. We draw from our background working in health equity in public health, and our experiences facilitating equity training using anti-oppression approaches with dietetic learners and other public health practitioners. In creating a working definition of anti-oppressive dietetic practice, we conducted a scan of anti-oppression statements by health and social services organizations in Ontario, Canada, and literature from critical dietetics. A literature search revealed anti-oppressive practice frameworks in nursing and social work. However, this language is lacking in mainstream dietetic practice, with anti-oppression only discussed within the literature on critical dietetics and social justice. We propose that "dietitians can engage in anti-oppressive practice by providing food and nutrition care/planning/service to clients while simultaneously seeking to transform health and social systems towards social justice."
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Harju, Bärbel. "“Stay Vigilant”: Copwatching in Germany." Surveillance & Society 18, no. 2 (June 17, 2020): 280–83. http://dx.doi.org/10.24908/ss.v18i2.13921.
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In the US, forms of sousveillance have been part of the repertoire of black liberation movements since the times of slavery. Opposing racialized surveillance by inverting the gaze of the oppressor can be an empowering practice for marginalized populations, yet it also raises important questions: Could sousveillance inadvertently support the ideology of surveillance? When does “dark sousveillance” (Browne 2015: 21) succeed in criticizing and subverting the status quo of racialized surveillance? How do activists negotiate the risk of providing even more data that can be de-contextualized, misinterpreted, and, ultimately, even used against practitioners of sousveillance? I will address these questions with regard to current copwatching practices in Germany. Using the project Cop Map as a case study, I will examine both the potentially liberating power and ambiguities of sousveillance as well as critical factors for success. Cop Map (https://www.cop-map.com), a German copwatching website designed by two artivist collectives, allows citizens to report police presence and racial profiling while ensuring data protection for users of the app. Cop Map is directed against increased state surveillance and police powers, but also reaches out to organizations that mainly address racial profiling. Building on intersectional alliances and networks of solidarity, sousveillance can create spaces to counter racist police practices and raise awareness—especially if embedded in broader efforts and organizational structures to combat (police) surveillance and protect data privacy. The subversive potential of forms of “surveillance from below” is complex, culturally and historically contingent, and predicated on their contextualization within broader movements.
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Embrick, David G., Simón Weffer, and Silvia Dómínguez. "White sanctuaries: race and place in art museums." International Journal of Sociology and Social Policy 39, no. 11/12 (October 14, 2019): 995–1009. http://dx.doi.org/10.1108/ijssp-11-2018-0186.
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Purpose This paper examines the Art Institute of Chicago – a nationally recognized museum – as a white sanctuary, i.e., a white institutional space within a racialized social system that serves to reassure whites of their dominant position in society. The purpose of this paper is to highlight how museums create and maintain white spaces within the greater context of being an institution for the general public. Design/methodology/approach The empirical analysis of this study is based on collaborative ethnographic data collected over a three-year period of time conducted by the first two authors, and consists of hundreds of photos and hundreds of hours of participant observations and field notes. The data are analyzed using descriptive methods and content analyses. Findings The findings highlight three specific racial mechanisms that speak to how white spaces are created, recreated and maintained within nationally and internationally elite museums: spatiality, the policing of space, and the management of access. Research limitations/implications Sociological research on how white spaces are maintained in racialized organizations is limited. This paper extends to museums’ institutional role in maintaining white supremacy, as white sanctuaries. Originality/value This paper adds to the existing literature on race, place and space by highlighting three specific racial mechanisms in museum institutions that help to maintain white supremacy, white normality(ies), and serve to facilitate a reassurance to whites’ anxieties, fears and fragilities about their group position in society – that which helps to preserve their psychological wages of whiteness in safe white spaces.
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Todd, Molly. "The Paradox of Trans-American Solidarity: Gender, Race, and Representation in the Guatemalan Refugee Camps of Mexico, 1980–1990." Journal of Cold War Studies 19, no. 4 (December 2017): 74–112. http://dx.doi.org/10.1162/jcws_a_00765.
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In the 1970s and 1980s the Guatemalan government's counterinsurgency tactics prompted nearly 2 million people to abandon their homes. Drawing on heretofore unexamined documentation produced by North American solidarity groups, this article examines how Canadian, Mexican, and U.S. grassroots organizations represented the approximately 200,000 Guatemalans who crossed the border into Mexico. It traces the gendered and racialized victim portrayals that celebrated refugee men's voices and agency while reducing refugee women to silent symbols of trauma. A close reading of new sources reveals a paradox of solidarity work in the 1980s: North American activists promoted a new social order of justice and equality, but they did so from positions both privileged and hindered by Cold War geopolitics. As a result, even as “northern” solidarists provided very real succor to “southern” people, their actions continued to be based on uneven (colonial/imperial) power relations and assumptions about an exotic Other.
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To, Phuc Duy Nhu, Julia Huynh, Judy Tzu-Chun Wu, Thuy Vo Dang, Cevadne Lee, and Sora Park Tanjasiri. "Through Our Eyes, Hear Our Stories: A Virtual Photovoice Project to Document and Archive Asian American and Pacific Islander Community Experiences During COVID-19." Health Promotion Practice 23, no. 2 (March 2022): 289–95. http://dx.doi.org/10.1177/15248399211060777.
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Through Our Eyes, Hear Our Voices is a virtual photovoice project that documents the impact of COVID-19 on Asian American and Pacific Islander (AAPI) communities. Quantitative studies on the disproportionate impact of COVID-19 are still emerging, but they do not reveal qualitative experiences of a racialized pandemic exacerbated by political leaders labeling it “China virus.” As a qualitative participatory action research approach, photovoice is an ideal archival and pedagogical tool to capture the lived experience of AAPI communities. However, we had to adapt photovoice to a virtual research environment. We did so by adopting a variety of digital learning and information sharing platforms. In addition, we enlisted community-based organizations who are providing essential services for underrepresented communities to serve as research mentors for university student researchers. Finally, given the historic nature of the pandemic and the underrepresentation of AAPI experiences in mainstream archives, we emphasized the importance of students as co-producers of archival knowledge.
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Miller, Candace, and Josipa Roksa. "Balancing Research and Service in Academia: Gender, Race, and Laboratory Tasks." Gender & Society 34, no. 1 (August 13, 2019): 131–52. http://dx.doi.org/10.1177/0891243219867917.
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Our study highlights specific ways in which race and gender create inequality in the workplace. Using in-depth interviews with 67 biology PhD students, we show how engagement with research and service varies by both gender and race. By considering the intersection between gender and race, we find not only that women biology graduate students do more service than men, but also that racial and ethnic minority men do more service than white men. White men benefit from a combination of racial and gender privilege, which places them in the most advantaged position with respect to protected research time and opportunities to build collaborations and networks beyond their labs. Racial/ethnic minority women emerge as uniquely disadvantaged in terms of their experiences relative to other groups. These findings illuminate how gendered organizations are also racialized, producing distinct experiences for women and men from different racial groups, and thus contribute to theorizing the intersectional nature of inequality in the workplace.
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Edwards, Korie L., and Rebecca Kim. "Estranged Pioneers: The Case of African American and Asian American Multiracial Church Pastors." Sociology of Religion 80, no. 4 (2019): 456–77. http://dx.doi.org/10.1093/socrel/sry059.
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AbstractThis article draws upon 121 in-depth interviews from the Religious Leadership and Diversity Project (RLDP)—a nationwide study of leadership of multiracial religious organizations in the United States—to examine what it means for African American and Asian American pastors to head multiracial churches. We argue that African American and Asian American pastors of multiracial churches are estranged pioneers. They have to leave the familiar to explore a new way of doing church, but their endeavors are not valued by their home religious communities. African American pastors face challenges to their authenticity as black religious leaders for leading multiracial congregations. Asian American pastors experience a sense of ambiguity that stems from a lack of clarity about what it means for them to lead multiracial congregations as Asian Americans. Yet, despite differences in how they experience this alienation, both are left to navigate a racialized society where they are perceived and treated as inferior to their white peers, which has profound personal and social implications for them.
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Brown, Hana E., and Jennifer A. Jones. "Chasing Respectability: Pro-Immigrant Organizations and the Reinforcement of Immigrant Racialization." American Behavioral Scientist, March 24, 2022, 000276422210835. http://dx.doi.org/10.1177/00027642221083522.
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In this article, we investigate the role that pro-immigrant organizations play in immigrant racialization. Drawing on a critical case study from the longest standing immigrant rights organization in North Carolina, we demonstrate how immigrant rights organizations can racialize new Latinx arrivals even as they advocate for them. We interrogate the organization’s multi-year, state-wide campaign to counteract mounting public characterizations of Latinx immigrants as drunk drivers. Analyzing a critical juncture in this campaign, we demonstrate how El Pueblo, in their effort to contest the mainstream racialization of Latinxs, unintentionally doubled down on that same racialization, buying into respectability politics and reinforcing derogatory stereotypes of Latinxs. We outline three central maneuvers that grounded this particular respectability politics campaign and demonstrate the utility of respectability politics as a framework for understanding organizational racialization processes. These findings suggest the need to shift focus toward community organizations as key sites of immigrant racialization and highlight the need for inquiry into the racialized assumptions of pro-immigrant forces.
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Hernandez, Edwin, Enrique Espinoza, and Jewel Patterson. "School Counselors Involvement and Opportunities to Advocate Against Racialized Punitive Practices." Teaching and Supervision in Counseling, 2021. http://dx.doi.org/10.7290/tsc030210.
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Given the increase of violence against Black, Indigenous, People of Color (BIPOC), there is no doubt a need to tackle racialized violence in schools. This phenomenological study draws on semi-structured interviews with school counselors to explore their experiences and practices to disrupt the racialized disciplinary practices that disproportionally target Black, Indigenous, and Students of Color. We draw on theories of racialized organizations and organizational routines to better understand how school counselors make sense of their practices in racialized disciplinary practices that dehumanize and criminalized youth of color. Findings from this study revealed two themes: 1) school counselors’ perceived neutrality towards disciplinary practices and 2) school counselors’ advocacy in racialized school discipline practices. This study offers some implications for professional school counseling organization, counselor educators, and school counselors to inform their anti-racist pedagogy to dismantle racialized punitive practices in schools.
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Ray, Victor, Pamela Herd, and Donald Moynihan. "Racialized Burdens: Applying Racialized Organization Theory to the Administrative State." Journal of Public Administration Research and Theory, January 29, 2022. http://dx.doi.org/10.1093/jopart/muac001.
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Abstract This article develops the concept of racialized burdens as a means of examining the role of race in administrative practice. Racialized burdens are the experience of learning, compliance and psychological costs that serve as inequality reproducing mechanisms. To develop this concept, we examine administrative burdens in the US state from the theoretical perspective of racialized organizations. Using examples from attempts to access citizenship rights—via immigration, voting and the social safety net—we illustrate some key points. First, racialized burdens combine control of access to resources and ideas about racial groups in ways that typically disadvantage racially marginalized groups. Second, while still promising fair and equal treatment, racially disproportionate burdens can be laundered through facially neutral rules and via claims that burdens are necessary for unrelated reasons. Third, racialized burdens emerge when more explicit forms of racial bias in policies or administrative practices become illegal, politically untenable or culturally unacceptable. Racialized burdens neatly carry out the “how” in the production of racial inequality while concealing, or providing an alibi for, the “why.”
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McCambly, Heather, and Jeannette Colyvas. "Institutionalizing Inequity Anew: Grantmaking and Racialized Postsecondary Organizations." Review of Higher Education, 2022. http://dx.doi.org/10.1353/rhe.0.0180.
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Stewart, Mahala Dyer, Ashley García, and Hannah Petersen. "Schools as racialized organizations in policy and practice." Sociology Compass 15, no. 12 (October 26, 2021). http://dx.doi.org/10.1111/soc4.12940.
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Garbes, Laura. "When the “Blank Slate” Is a White One: White Institutional Isomorphism in the Birth of National Public Radio." Sociology of Race and Ethnicity, March 11, 2021, 233264922199461. http://dx.doi.org/10.1177/2332649221994619.
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A burgeoning literature at the intersection of the sociology of race and organizations explores the organization’s role in (re)producing racial inequalities. The present article builds from this growing literature in its analysis of the formation of National Public Radio (NPR), to better understand how organizational actors translate racialized practices into new organizations at their foundation, even when they seek greater racial inclusivity. I coin a new analytical concept, white institutional isomorphism, to analyze how organizations that embrace a mission of diversity may end up reproducing racially exclusionary practices. White institutional isomorphic pressures are racialized norms that shape the standards and practices adopted across organizations within a given field. Using organizational meeting minutes, external reports, oral histories, and founder memoirs, I show that early implementation of station membership criteria, hiring practices, and programming priorities, while considered race-neutral decisions by the founders that shared a white habitus, inhibited the inclusion of nonwhite voices into NPR’s workforce, station membership, and programming.
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Barboza-Wilkes, Cynthia. "REPRODUCING INEQUITY IN ORGANIZATIONS: GENDERED AND RACIALIZED EMOTIONAL LABOR IN PUBLIC ORGANIZATIONS." SSRN Electronic Journal, 2022. http://dx.doi.org/10.2139/ssrn.4214739.
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