Advancing Otherness in Management: Why we Need a Positive Minority Manager Stereotype

Abstract

In Western companies, a “good manager” is thought of as “white and male.” Unlike the improvement in the issue of female gender and leadership roles, racial stereotyping of minority groups in management as a barrier to moving up the leadership ladder continues, originating in the management theories and models constructed predominantly from a white male’s perspective. This article seeks to disrupt the uncritical “think manager think male think white” hypothesis by focusing on the deconstruction of a “negative minority manager” stereotype. Using a literature review, this paper explores how the visible ‘otherness’ experienced by middle-management minorities and the lack of mentors mirroring their personal success are a barrier to their upward mobility into senior executive positions. The author finds: 1) the representativeness bias that focuses on negative stereotyping of (non-white) managers leads to an adverse impact on this group’s career advancement opportunities, and 2) those who do not find themselves reflected in the stereotype of a “good manager” rarely develop management skills and may be diverted from pursuing managerial careers. After a discussion of the results obtained from the literature review, suggestions on how improvements can be made to advance racial equality in management are provided.