scholarly journals “THERE IS QUEER INEQUITY, BUT I PICK TO BE HAPPY”

2021 ◽  
pp. 1-18
Author(s):  
Stephanie M. Ortiz ◽  
Chad R. Mandala
Keyword(s):  
Sexual Orientation ◽  
Students Of Color ◽  
Emotional Labor ◽  
Racial Inequality ◽  
Work Organizations ◽  
Color Experience ◽  
Organizational Consequences ◽  
Racial Lines ◽  
The University ◽  
Feeling Rules

Abstract As racialized and gendered structures, organizations can reinforce complex inequalities, especially with regard to emotional labor. While the literature on emotional labor is established, little is known about how race and sexual orientation shape feeling rule enforcement. Interviewing staff at university LGBTQ resource centers, we argue that feeling rules have a sexual orientation-based dimension and are experienced and enforced differently based on race. White LGBTQ staff find that they can express anger strategically to bring awareness to issues of race, but do not confront racism in their work for fear of alienating other Whites, which they believe would harm their center. LGBTQ staff of color experience organizational consequences for their anger, which is directed toward the racism they and students of color experience in the university. Lacking the credential of Whiteness (Ray 2019), staff of color find they cannot reach the benchmark set by Whites’ enthusiastic performance of emotional labor. These feeling rules operate in service of what James M. Thomas (2018) calls diversity regimes, which are performances of a benign commitment to racial equality, that retrench racial inequality by failing to redistribute resources along racial lines. By sanctioning anger toward the university—as an institution that reproduces racism—feeling rules have organizational consequences: Whites can advance through compliance and enthusiasm; staff of color are terminated or denied opportunities; and critiques of racism are silenced. While created to address diversity, LGBTQ centers are purposely not structurally positioned to radically shift resources in a way to combat racism, and feeling rules maintain these arrangements while allowing universities to claim a commitment to equality. These findings hold implications for broader concerns of racism, sexual orientation, and inequality within work organizations, especially manifestations of worker control within diversity work.

Burdens and benefits of diversity work: emotion management in STEM doctoral students

2018 ◽  
Vol 9 (2) ◽  
pp. 127-143 ◽  
Author(s):  
Kamaria B. Porter ◽  
Julie R. Posselt ◽  
Kimberly Reyes ◽  
Kelly E. Slay ◽  
Aurora Kamimura
Keyword(s):  
Doctoral Students ◽  
Students Of Color ◽  
Emotional Labor ◽  
Doctoral Programs ◽  
Underrepresented Students ◽  
Structured Interviews ◽  
Content Type ◽  
Study Approach ◽  
The Usa ◽  
Feeling Rules

PurposeAs part of the broader effort to diversify higher education in the USA, many science, technology, engineering and mathematics (STEM) doctoral programs are deeply engaged in diversity work – an array of formal activities and practices meant to boost the representation of women and students of color. This paper aims to examine how underrepresented doctoral students in high-diversity STEM PhD programs contribute to diversity work in their programs.Design/methodology/approachA case study approach was used to understand the nature of diversity work in four STEM doctoral programs that have enrolled and graduated women and/or underrepresented students of color at rates significantly higher than their disciplines, despite being located in states with affirmative action bans. This study analyzes qualitative data from 24 semi-structured interviews and four focus groups with students from across the four departments.FindingsData reveal that underrepresented students are simultaneously positioned as representatives of progress and uncompensated consultants in their departments’ ongoing equity and diversity efforts. As a result, student contributions to diversity work are experienced as an ongoing process of emotional labor in which institutional ethos and/or feeling rules in the department shape how students manage their internal and external emotions.Originality/valueAlthough diversity-related work is widespread and growing within colleges and universities, this study shows how student engagement in diversification efforts can lead to significant emotional burdens that go unnoticed and uncompensated. In highlighting the invisibility of emotional labor and the skew of its distribution toward minoritized groups, this research calls attention to how tacit feeling rules can undermine the ultimate goal of diversity initiatives within graduate departments and programs.

Rethinking Racial Justice

2018 ◽  
Author(s):  
Andrew Valls
Keyword(s):  
Public Schools ◽  
Racial Inequality ◽  
Jim Crow ◽  
The United States ◽  
Racial Equality ◽  
Controversial Issues ◽  
Racial Justice ◽  
Black Institutions ◽  
American Society ◽  
Racial Lines

American society continues to be characterized by deep racial inequality that is a legacy of slavery and Jim Crow. What does justice demand in response? In this book, Andrew Valls argues that justice demands quite a lot—the United States has yet to fully reckon with its racial past, or to confront its ongoing legacies. Valls argues that liberal values and principles have far-reaching implications in the context of the deep injustices along racial lines in American society. In successive chapters, the book takes on such controversial issues as reparations, memorialization, the fate of black institutions and communities, affirmative action, residential segregation, the relation between racial inequality and the criminal justice system, and the intersection of race and public schools. In all of these contexts, Valls argues that liberal values of liberty and equality require profound changes in public policy and institutional arrangements in order to advance the cause of racial equality. Racial inequality will not go away on its own, Valls argues, and past and present injustices create an obligation to address it. But we must rethink some of the fundamental assumptions that shape mainstream approaches to the problem, particularly those that rely on integration as the primary route to racial equality.

The Myth of the Latin American Race Monolith: Notes for Future Comparative Research on Racial Inequality in the Americas

2021 ◽  
pp. 003464462199600
Author(s):  
Diego Ayala-McCormick
Keyword(s):  
United States ◽  
Puerto Rico ◽  
Latin American ◽  
Comparative Research ◽  
Racial Inequality ◽  
Census Data ◽  
The United States ◽  
Unemployment Rates ◽  
Racial Ideologies ◽  
Racial Lines

It has become common to compare racial inequality in the United States with a “Latin American” pattern of racial inequality in which egalitarian racial ideologies mask stark socioeconomic inequalities along racial lines. However, relatively few comparative studies exist attempting to analyze variations in degrees of racial inequality in the Americas. To stimulate further research in this area, the following study analyzes census data on racial inequality in unemployment rates, educational attainment, homeownership rates, and income in Brazil, Colombia, Cuba, Puerto Rico, and the United States. The results suggest that while Brazil is similar to the United States in displaying large levels of racial inequality in the areas measured, Cuba and Puerto Rico display significantly lower levels of racial inequality and Colombia falls in between, undermining conceptions of a monolithic Latin American racial system.

Female Masculinity at Work

2017 ◽  
Vol 41 (2) ◽  
pp. 197-209 ◽  
Author(s):  
Raine Dozier
Keyword(s):  
Sexual Orientation ◽  
The United States ◽  
Gender Nonconformity ◽  
Positive Outcomes ◽  
Work Organizations ◽  
High Demand ◽  
Female Masculinity ◽  
Gender Nonconforming ◽  
Opting Out ◽  
Male Dominated

In this study, the author interviewed 49 self-identified masculine women in the United States to examine how they negotiate stigma in the workplace. Masculine women often negotiate dual stigmas due to both their gender nonconformity and perceived sexual orientation. Participants used a variety of strategies to cope with their stigmatized identity including modifying clothing; incorporating feminine behaviors to counteract masculine appearance; working in high-demand, undesirable jobs; working in male-dominated settings; and opting out of formal work organizations. While some participants experienced mistreatment in male-dominated settings, many reported positive outcomes including strong relationships with male coworkers, opportunities for advancement, and a general comfort in the work environment. Participants challenge Goffman’s notion of sexual orientation as a concealable status, showing that sexual orientation minority women who are gender nonconforming employ strategies similar to members of other visibly stigmatized groups. Findings from this study suggest that researchers addressing sexual orientation minorities should include gender expression as a variable that can influence individual experiences and outcomes. Online slides for instructors who want to use this article for teaching are available on PWQ's website at http://journals.sagepub.com/page/pwq/suppl/index .

Shock Troops and Shock Absorbers: IT Support and Emotional Labor in the Rationalizing University

2021 ◽  
pp. 089124162110176
Author(s):  
J. Lotus Seeley
Keyword(s):  
Emotional Labor ◽  
Meaning Making ◽  
Organizational Level ◽  
Successful Implementation ◽  
Service Workers ◽  
Help Desk ◽  
Shock Absorbers ◽  
It Support ◽  
New Policies ◽  
The University

Drawing on 200 hours of observation at The Help Desk, an IT Support (ITS) unit at a medical school, and interviews with 30 ITS workers from across the university, this article shows how organizational-level IT rationalization was affected at the microlevel through ITS workers’ extensive emotional labor and involvement in meaning-making projects. Successful implementation required ITS workers to function as shock troops, introducing and enforcing new policies, and shock absorbers, encouraging compliance and insulating administrators from discontent about those changes. This article contributes to inhabited institutions theories of organizational change by demonstrating the importance of service workers’ interactive and emotional labor to the coupling of institutional myth, organizational policy, and the interactions and practices of constituent members.

Feeling and Acting like a Teacher: Reconceptualizing Teachers’ Emotional Labor

2020 ◽  
Vol 122 (5) ◽  
pp. 1-36
Author(s):  
Christy Galletta Horner ◽  
Elizabeth Levine Brown ◽  
Swati Mehta ◽  
Christina L. Scanlon
Keyword(s):  
Emotional Labor ◽  
Teacher Educators ◽  
Research Question ◽  
Well Being ◽  
Service Industries ◽  
Full Time ◽  
Display Rules ◽  
Surface Acting ◽  
K 12 ◽  
Feeling Rules

Background/Context Empirical research indicates that teachers across ages and academic contexts regularly engage in emotional labor, and this emotional labor contributes to their job satisfaction, teaching effectiveness, burnout, and emotional well-being both within and outside the classroom. However, because the initial research on emotional labor was situated in the service industries (e.g., restaurants, call centers, airlines), researchers have suggested that the emotional labor framework as it applies to teaching only provides a partial picture of teachers’ deeper and more complex emotional practice. Purpose/Objective/Research Question/Focus of Study This study aims to determine whether and how teachers’ descriptions of their own emotional practice map onto existing emotional labor constructs (emotional display rules, and deep and surface acting) and how the framework may be adapted to better support teachers’ implementation of emotional labor. Setting Participants worked in five charter schools within the same school district but in different areas of a mid-Atlantic metropolitan city. This district identifies itself as serving 4,000 students from “underserved communities” across 13 locations. Population/Participants/Subjects Full-time K–12 educators (N = 68) who worked across academic subjects (e.g., math, science, language arts) or special subjects (e.g., music, art) participated. Research Design The current study is qualitative; we employed adapted grounded theory. Data Collection and Analysis We conducted individual face-to-face semistructured interviews with participants; audio recordings were transcribed verbatim. We developed a codebook through a collaborative and iterative process, and we achieved high interrater reliability before using Dedoose to code the full corpus of data. Findings/Results There were two key findings: (1) teachers perceived feeling rules in addition to display rules, and (2) teachers described an emotional acting strategy in which they modulated the expressions of their authentic emotions, which we call modulated acting, in addition to surface and deep acting. Conclusions/Recommendations Including teachers’ perceptions of feeling rules and use of modulated acting in emotional labor research has the potential to enhance our understanding of how emotional labor relates to outcomes that are important for both teachers and their students. In addition, we urge teacher educators to include emotional labor in their curricula. Though further research is needed to build a strong literature base on ways in which teachers’ emotional labor may connect to their own and their students’ outcomes, the emotional labor constructs already have the potential to be useful for both preservice and practicing teachers.

The Politics of Culture in Cold War America

Prospects ◽  
1995 ◽  
Vol 20 ◽  
pp. 451-454 ◽  
Author(s):  
Thomas J. Sugrue
Keyword(s):  
Cold War ◽  
Communist Party ◽  
Racial Inequality ◽  
The United States ◽  
Early Years ◽  
University Of Pennsylvania ◽  
Literary Figure ◽  
National Security State ◽  
The Cold War ◽  
The University

In march, 1994, the University of Pennsylvania held a conference to celebrate the opening of the Howard Fast papers at the university's library. To commemorate Fast's remarkable sixty-year career, a group of historians and literary critics gathered to reconsider the intellectual and cultural milieu of the United States in the early years of the Cold War. During the eventful years, from 1945 to 1960, Fast emerged as a leading Communist activist and a major literary figure who achieved great popular success. Fast, an unabashed member of the Communist Party, like many other oppositional writers of the era, clashed with the national security state. He faced harassment, blacklisting, and marginalization for his refusal to cooperate with federal authorities who were committed to silencing cultural and political voices from the Left. Like other stalwarts of the Communist Party, Fast was often doctrinaire. As a reporter for the Daily Worker and an occasional partisan polemicist, Fast was often stiflingly orthodox. But Fast's Communism was a distinctively American variant, mediated by New York's Jewish radicalism, deeply concerned with the American dilemma of racial inequality.

scholarly journals Exploring the Relationship Between Campus Climate and Minority Stress in African American College Students

JCSCORE ◽  
2019 ◽  
Vol 4 (1) ◽  
pp. 66-95 ◽  
Author(s):  
Isaac Clark ◽  
Donald Mitchell, Jr.
Keyword(s):  
College Students ◽  
African American ◽  
Students Of Color ◽  
Campus Climate ◽  
Minority Stress ◽  
First Year ◽  
African American College Students ◽  
Color Experience ◽  
Symptoms Of Depression ◽  
The Social

During recent decades, there has been a growth in research exploring the social experiences of African American students attending institutions of higher education. Research that examines minority stress suggests that students of color experience cognitive stressors specific to their racial identity or status as minorities on campus. Many studies have expanded on this knowledge in terms of academic achievement, retention, and adjustment to campus during the first year. The present study explored the concept of minority stress in relation to campus climate and the mental health of African American college students. The participants in this study consisted of eight college students from a predominantly White Midwestern university who identified as African American. Utilizing one-on-one interviews, the students discussed their experiences on campus, their perceptions of campus climate, the stress they experienced as students of color, and how these aspects may have contributed to symptoms of depression and anxiety. Information shared by the students indicated that campus climate and minority stress are closely associated with one another, especially when considering the racial status of the students. While students described feeling stress, discomfort, and burden due to campus climate and minority stress, the investigators were unable to determine if the symptoms described were, in fact, due to anxiety or depression.

When things go wrong: the implications for facilitators of work integrated learning placements in international destinations

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Deborah Agnew ◽  
Elizabeth Abery ◽  
Sam Schulz ◽  
Shane Pill
Keyword(s):  
Emotional Labor ◽  
Critical Incidents ◽  
Real Life ◽  
Integrated Learning ◽  
Analysis Model ◽  
Content Type ◽  
Work Integrated Learning ◽  
Staff Wellbeing ◽  
The University ◽  
The Impact

PurposeInternational work integrated learning (iWIL) placements for university students are widely promoted within universities. However, they cannot be offered and sustained without a great deal of time and effort; most commonly the responsibility of an assigned university facilitator. Preparation and support are essential for a positive student experience and iWIL outcome. However, not all experiences and outcomes are positive, or predictable.Design/methodology/approachPersonal vignettes of university iWIL facilitators are used to create a collaborative autoethnography (CAE) of experiences and outcomes where placements have been affected by unexpected or unprecedented “critical incidents” and the impact incurred on these academics. The vignettes are analyzed according to the Pitard (2016) six-step structural analysis model.FindingsAnalysis of the vignettes identifies a resulting workload cost, emotional labor and effect on staff wellbeing. Due to the responsibility and expectations of the position, these incidents placed the university iWIL facilitator in a position of vulnerability, stress, added workload and emotional labor that cannot be compared to other academic teaching roles.Practical implicationsIt is intended through the use of “real life” stories presented in the vignettes, to elicit consideration and recognition of the role of the iWIL facilitator when dealing with “the negatives” and “bring to light” management and support strategies needed.Originality/valueResearch is scant on iWIL supervisor experience and management of “critical incidents”, therefore this paper adds to the literature in an area previously overlooked.

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