When Similarities are More Important than Differences
“Politically Black” Union Members’ Experiences of Racism and Participation in Union Leadership
Bibliographic Data
| ID | 10220481 |
|---|---|
| Authors | Joseph Sweetman (0000-0002-2829-1503, University of Exeter, corresponding author) |
| Year | 2018 |
| Volume | 74 |
| Issue | 2 |
| Pages | 244-264 |
| Publication date | 2018-06-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Journal of Social Issues (JOURNAL) |
| Journal identifiers | ISSN: 0022-4537 • E-ISSN: 1540-4560 |
| Publisher | Wiley (PUBLISHER • GB) |
| DOI | 10.1111/josi.12267 |
| OpenAlex | W2810331839 |
| Language | EN |
| Citations received | 6 |
| References cited | 27 |
Employing survey data from the largest (known) sample of Black, Asian, and minority ethnic staff in British higher and further education, I respond to King's call to examine minority leadership within trade unions. Drawing on theoretical insights from the psychology of social movements, I examine how perceptions/experiences of racism, exclusion, bullying, and barriers to promotion impact on minority union leadership through different types of union involvement (e.g., attending local meetings, seeking union help, etc.) The findings suggest that perceptions of racism and experiences of bullying have a positive indirect effect on minorities taking up union leadership through attending union meetings and raising issues of racism with the union, but not through other forms of union involvement. In line with theory, this pattern of results suggests that union efforts to increase attendance and positive contact at local group meetings, along with efforts to build trust in the union's position on racism, may be important for increasing the representativeness of union leadership. As an ancillary goal (not explicitly stated in King's call), I test various intersectional accounts of experiences of racism across ethnicity and gender and find commonality across difference. Employing appropriate (Bayesian) methods offers intersectional researchers with the opportunity to examine such similarities across social categories that may form the basis for action against common systems of oppression–echoing King's own practice of intersectional solidarity
Attendance · Oppression · Political science · Politics · Public relations · Racism · Sociology · Solidarity · Gender Diversity and Inequality · Gender Studies · Labor Movements and Unions · Law · Psychology · Social Psychology · Work-Family Balance Challenges
Discursive Leadership and Material Concerns
Intersectionality as a Regulative Ideal
An Analysis of the Differences Between Unionised and Non-Unionised Workers in Psychological Well-Being, Job Satisfaction, and Life Satisfaction
Processes in international relationships
Intersectional Oppression
Scholarship and Activism Diverge
Realizing Hope
Bayesian inference for psychology. Part I
Bayesian inference for psychology. Part II
Estimating the reproducibility of psychological science
A Social Psychology of Protest
The Role of the Behavioral Scientist in the Civil Rights Movement
Practical Significance
Racism, Class and the Racialized Outsider
Can an Agentic Black Woman Get Ahead? The Impact of Race and Interpersonal Dominance on Perceptions of Female Leaders
There Ain't No Black in the Union Jack
Social Dominance
The Personal/Group Discrimination Discrepancy
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Person-Organization Congruence and the Maintenance of Group-Based Social Hierarchy
Intersectional Oppression
Subordinated Knowledge as a Tool for Creative Maladjustment and Resistance to Racial Oppression
Scholarship and Activism Diverge
Diversity, Discrimination, and Persistent Inequality
Diversity and leadership in a changing world
Government instability shifts skin tone representations of and intentions to vote for political candidates
Put Your Money Where Your Mouth Is! Explaining Collective Action Tendencies Through Group-Based Anger and Group Efficacy
Intersectionality and research in psychology
Intersectional Invisibility
On "Selling" Free Enterprise
Organized Labor and Racial Wage Inequality in the United States
| Citations per year | 0.75 |
|---|---|
| Citation span | 2018 - 2025 (8) |
| Highly cited | No |