Unequal Academy: The Struggle and Challenges of Token Black Academics in the United Kingdom

IF 5.7 2区 管理学 Q1 BUSINESS
Toyin Ajibade Adisa, Gbolahan Gbadamosi, Kirk Chang
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引用次数: 0

Abstract

In this study, we tackle the under-explored issue of racial inclusion for Black academics in UK universities, thus exposing the harsh reality of ‘tokenism’. We amplify the voices of these academics and thereby reveal the disturbing prevalence of tokenism within UK higher education institutions. Drawing on organizational justice theory, we leverage a mixed-methods approach (24 interviews and 201 questionnaires) to examine their lived experiences, perceptions of belonging, interpretations of fairness within academia and the roadblocks hindering their career progression. We uncover evidence of covert racism, the pressure to outperform non-Black colleagues and epistemic injustice – the invalidation of their knowledge contributions. Interestingly, work prejudice and discrimination are not found to be associated with gender or work mode but rather with citizenship status. Our respondents, all British academics, report higher fairness perceptions, while non-British academics face greater discrimination. Our findings highlight the crucial role of procedural and distributive justice in mitigating prejudice in the workplace for Black academics, underlining the importance of residency status in human resources practices. This research strengthens organizational justice theory and calls for interventions promoting racial equity within UK universities. Our research demonstrates the detrimental impact of tokenism and highlights how it perpetuates racial disadvantages and prevents Black academics from achieving true equality within their institutions.

不平等的学院:英国象征性黑人学者的斗争与挑战
在这项研究中,我们解决了英国大学黑人学者的种族包容问题,从而暴露了“象征主义”的残酷现实。我们放大了这些学者的声音,从而揭示了英国高等教育机构中令人不安的象征性流行。根据组织公正理论,我们利用混合方法(24次访谈和201份问卷)来研究他们的生活经历、归属感的感知、学术界对公平的解释以及阻碍他们职业发展的障碍。我们发现了隐性种族主义的证据,超越非黑人同事的压力和认知上的不公正——他们的知识贡献无效。有趣的是,工作偏见和歧视与性别或工作模式无关,而与公民身份有关。我们的受访者都是英国学者,他们对公平的看法更高,而非英国学者则面临更大的歧视。我们的研究结果强调了程序和分配公正在减轻黑人学者在工作场所的偏见方面的关键作用,强调了居住身份在人力资源实践中的重要性。这项研究加强了组织公正理论,并呼吁采取干预措施促进英国大学内的种族平等。我们的研究展示了象征主义的有害影响,并强调了它如何使种族劣势永久化,并阻止黑人学者在他们的机构内实现真正的平等。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
10.00
自引率
12.50%
发文量
87
期刊介绍: The British Journal of Management provides a valuable outlet for research and scholarship on management-orientated themes and topics. It publishes articles of a multi-disciplinary and interdisciplinary nature as well as empirical research from within traditional disciplines and managerial functions. With contributions from around the globe, the journal includes articles across the full range of business and management disciplines. A subscription to British Journal of Management includes International Journal of Management Reviews, also published on behalf of the British Academy of Management.
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