(IN)VISIBILITY BLUES: THE PARADOX OF INSTITUTIONAL RACISM
(IN)VISIBILITY BLUES: THE PARADOX OF INSTITUTIONAL RACISM
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DOI：
10.1080/02732170802480501
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发表时间：
2009-01-01
影响因子：
1.8
通讯作者：
Wingfield, Adia M. Harvey
中科院分区：
文献类型：
--
作者：
McDonald, Katrina Bell;Wingfield, Adia M. Harvey
在本文中，我们展示了被认为理所当然的文化内部运作如何与少数民族成员的可见性有关。我们试图阐明机构可能通过其组织习惯无意中促进可见性的方式。我们首先提供进一步的证据，证明在白人占主导地位的机构环境中，少数民族的隐形和可见性是真实和普遍经历的社会心理现象。特别是，我们认为少数民族的不显著性可以同时与一个人的显著性融合在一起，形成我们所说的种族/民族（In）可见性。本研究采用了从精英K-12独立（私立）学校的管理人员和教师样本中收集的焦点小组数据，这是一个公认的在种族/民族意识形态和实践方面进行文化变革的机构。
In this article, we demonstrate how the taken-for-granted, inner-workings of culture can become implicated in the (in)visibility of minority members. We seek to illuminate ways in which institutions may unwittingly facilitate (in)visibility through their organizational habitus. We begin by providing further evidence of invisibility and visibility as real and commonly experienced psychosocial phenomena among minorities within predominantly white, institutional settings. In particular, we argue that a minority's inconspicuousness can be simultaneously fused together with one's conspicuousness to form what we call racial/ethnic (in)visibility. This study employs focus-group data collected from a sample of administrators and faculty from elite K-12 independent (private) schools, an institution that admittedly has been slow to make cultural change in its racial/ethnic ideologies and practices.