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oai:dspace.mit.edu:1721.1/1394182022-01-15T03:42:03Zcom_1721.1_7582com_1721.1_7581col_1721.1_131022

Kellogg, Katherine Jackson, Summer Rachel Maria Sloan School of Management 2022-01-14T15:10:19Z 2022-01-14T15:10:19Z 2021-06 2021-06-03T18:05:09.775Z https://hdl.handle.net/1721.1/139418 https://orcid.org/0000-0003-1485-0287 My dissertation seeks to contribute to our understanding of how and when organizations can achieve diverse, equitable, and inclusive organizations using empirical and theoretical perspectives. In Chapter 1, I explore the question of how organizations can hire individuals from underrepresented backgrounds. Past studies highlight a combination of demand- and supply-side constraints that create a ‘thin labor market’ for candidates from underrepresented backgrounds. Drawing on data from a 20-month ethnographic study of a fast-growth technology firm (“ShopCo,” a pseudonym), I examined ShopCo’s efforts to increase representation of racial minorities in technical positions and reveal a previously unrecognized barrier to hiring racial minorities into organizations: repugnant market concerns. In Chapter 2, Basima Tewfik (coauthor) and I theorize on the relationship between microaggressions and systemic prejudice. We offer a precise definition of microaggressions at work and propose how multi-level responses (i.e., target, workgroup, and organization) to microaggressions can intensify and amplify to either inhibit or facilitate organizational progress on addressing systemic prejudice. In Chapter 3, I use data from an 18-month ethnography of a public defender agency to develop grounded theory on the role of racial and economic disenfranchisement on an advocate’s ability to successfully influence a higher-power target. I found that public defenders needed to first manage the impressions of their clients – using triadic advocacy tactics designed to address the racial and economic barriers – before attempting to influence the more powerful district attorneys. Ph.D. Massachusetts Institute of Technology In Copyright - Educational Use Permitted Copyright MIT http://rightsstatements.org/page/InC-EDU/1.0/ Diversity Today: Essays on Inequality in the Modern Workplace Thesis application/pdf Doctoral Doctor of Philosophy Publication unknown unknown <Publication xmlns="https://www.openaire.eu/cerif-profile/1.1/" id="60863edc-c205-4fcf-9063-ecb81981ccd8"> <Type xmlns="https://www.openaire.eu/cerif-profile/vocab/COAR_Publication_Types">http://purl.org/coar/resource_type/c_1843</Type> <Title>Diversity Today: Essays on Inequality in the Modern Workplace</Title> <PublishedIn> <Publication> </Publication> </PublishedIn> <PublicationDate>2021-06</PublicationDate> <Authors> <Author> <DisplayName>Jackson, Summer Rachel Maria</DisplayName> <Affiliation> <OrgUnit> </OrgUnit> </Affiliation> </Author> </Authors> <Editors> </Editors> <Publishers> <Publisher> <DisplayName>Massachusetts Institute of Technology</DisplayName> <OrgUnit /> </Publisher> </Publishers> <License>http://rightsstatements.org/page/InC-EDU/1.0/</License> <Abstract>My dissertation seeks to contribute to our understanding of how and when organizations can achieve diverse, equitable, and inclusive organizations using empirical and theoretical perspectives. In Chapter 1, I explore the question of how organizations can hire individuals from underrepresented backgrounds. Past studies highlight a combination of demand- and supply-side constraints that create a ‘thin labor market’ for candidates from underrepresented backgrounds. Drawing on data from a 20-month ethnographic study of a fast-growth technology firm (“ShopCo,” a pseudonym), I examined ShopCo’s efforts to increase representation of racial minorities in technical positions and reveal a previously unrecognized barrier to hiring racial minorities into organizations: repugnant market concerns. In Chapter 2, Basima Tewfik (coauthor) and I theorize on the relationship between microaggressions and systemic prejudice. We offer a precise definition of microaggressions at work and propose how multi-level responses (i.e., target, workgroup, and organization) to microaggressions can intensify and amplify to either inhibit or facilitate organizational progress on addressing systemic prejudice. In Chapter 3, I use data from an 18-month ethnography of a public defender agency to develop grounded theory on the role of racial and economic disenfranchisement on an advocate’s ability to successfully influence a higher-power target. I found that public defenders needed to first manage the impressions of their clients – using triadic advocacy tactics designed to address the racial and economic barriers – before attempting to influence the more powerful district attorneys.</Abstract> <Access xmlns="http://purl.org/coar/access_right" > </Access> </Publication>