Abstract
A wide range of ethnic groups make up labour markets in most advanced economies. However, we lack a nuanced understanding of how specific groups experience minority ethnic identity within the workplace. This article addresses how an underrepresented minority ethnic group, British Sri Lankans, experience being assigned a broad Asian panethnic identity in their workplace, which is both positively and negatively stereotyped. Drawing on theories of social identity-based impression management and self-stereotyping we highlight how individuals responded to panethnic stereotypes imposed on them by both claiming and rejecting a broader Asian identity, and at the same time attempting to carve out a more distinctive British Sri Lankan identity. We advance knowledge of the multi-level nature of ethnic identity, demonstrating ways in which movement between superordinate and subordinate levels of ethnic identity can occur. Counter intuitively we suggest that individuals’ positive self-stereotyping efforts may, over time, contribute to a more constricted career path that may leave them less prepared for senior management positions.
Original language | English |
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Pages (from-to) | 769-797 |
Number of pages | 29 |
Journal | Journal of Occupational and Organizational Psychology |
Volume | 91 |
Issue number | 4 |
Early online date | 1 Jun 2018 |
DOIs | |
Publication status | Published - Dec 2018 |
Keywords
- ethnicity
- panethnicity
- identity
- stereotypes
- impression management
- model minority
- career
ASJC Scopus subject areas
- Business, Management and Accounting(all)