Ethnoracial workplace segregation

Date and country of first publication

2016
United States

Definition

At its current state, this definition has been generated by a Large Language Model (LLM) so far without review by an independent researcher or a member of the curating team of segregation experts that keep the Segregation Wiki online. While we strive for accuracy, we cannot guarantee its reliability, completeness and timeliness. Please use this content with caution and verify information as needed. Also, feel free to improve on the definition as you see fit, including the use of references and other informational resources. We value your input in enhancing the quality and accuracy of the definitions of segregation forms collectively offered in the Segregation Wiki ©.

Ethnoracial workplace segregation refers to the practice of segregating employees based on their ethnicity or race in the workplace. It can manifest in various ways, including separate workspaces or departments for different racial or ethnic groups, discriminatory hiring practices, limited opportunities for advancement for certain groups, and unequal distribution of resources or benefits based on race or ethnicity.

This form of segregation can lead to inequality and discrimination in the workplace, as it creates an environment where certain groups have limited access to career opportunities, higher-paying positions, and professional development. Employees from marginalized racial or ethnic backgrounds may face disadvantages, such as lower wages, limited job security, and less access to leadership roles.

Ethnoracial workplace segregation often goes against principles of equal opportunity, diversity, and inclusion. It can perpetuate systemic biases and reinforce stereotypes, creating an environment of exclusion and marginalization for employees from minority groups. It also hampers organizations' ability to fully benefit from the diverse perspectives, skills, and talents that employees from different backgrounds bring to the table.

To address ethnoracial workplace segregation, organizations need to implement policies and practices that promote diversity, inclusivity, and equal opportunity. This can include implementing fair and impartial recruitment and promotion processes, providing diversity and inclusion training for employees, creating diversity committees or employee resource groups, offering mentorship and sponsorship programs, and establishing clear diversity and inclusion goals and metrics to track progress. Additionally, organizations should actively work to create an inclusive and supportive work environment that values and celebrates diversity.

Further reading

Bursell M.; Jansson F. (2018) "Diversity preferences among employees and ethnoracial workplace segregation", Social Science Research, 74(), pp. 62-76. Academic Press Inc.. DOI: [htttp://doi.org/10.1016/j.ssresearch.2018.03.009 10.1016/j.ssresearch.2018.03.009]