Page 98 - Discrimination at Work The Psychological and Organizational Bases

THOMAS AND CHROBOT-MASON
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Mclntosh (1993) provides several examples of workplace privileges
based upon White skin color such as "I can be pretty sure that if I ask to talk
to the person in charge, I will be facing a person of my race," and "I can go
home from most meetings of organizations I belong to feeling somewhat
tied in, rather than isolated, out-of-place, outnumbered, unheard, held at
a distance, or feared" (p. 33).
Social group membership matters because it is often an indicator of priv­
ilege. Privilege is not unique to organizations, but instead it is an attribute
that employees bring into the workplace. Privilege represents dominance
because of one's social identity (Mclntosh, 1993). Mclntosh (1988) described
privilege as an invisible knapsack of provisions that one counts on each
day but that are largely invisible and unacknowledged. Those most aware
of privilege are those who may lack privilege. For example, African Amer­
icans are likely more aware of how Whiteness provides privileges in our
society and in our workplaces, whereas members of the gay and lesbian
population are aware of the many ways in which heterosexuality is priv­
ileged. Characteristics of privilege are largely invisible and normalized,
that those holding privilege have the opportunity to confront or ignore
(Wildman & Davis, 1996).
Maier (1997) listed his privileges as someone who is both male and
White. Among the list of privileges that he acknowledges are, "I am not
likely to be restricted from business-related networking opportunities be­
cause of my gender (or my race)" and "As a man, at social functions involv­
ing partners of organization members; I am not likely to be mistaken for
'just a spouse' (and possibly ignored) (pp. 31-32)." An example of a privi­
lege based upon heterosexuality includes, "Most people I meet will see my
marital arrangements as an asset to my life or as a favorable comment on
my liability, my competence, or my mental health" (Mclntosh, 1993, p. 37).
Privilege provides the member of a majority group with resources in
organizations that minority group members may not have access to them­
selves. Privileged personnel in organizations are never considered "differ­
ent," but they instead represent what is perceived as normal. It is normal
for high-level executives to be White, male, and middle-class. Privileged
employees have the opportunity to network and develop productive re­
lationships with one another without the barriers that may be presented
when differences in race, gender, culture, or sexuality are introduced. Like­
wise, privileged employees, because of their attraction to other privileged
employees, are likely to distance themselves from those who do not have
the privilege of being a part of the status quo. Wildman (1996) commented,
"Systems of privilege and power, by privileging those with certain charac­
teristics or behaviors, are 'limiting' individuals who lack those character­
istics and behaviors" (p. 33).