City Research Online

Abstract

While government regulation or company policy can be used to curtail discrimination at work, it is hard to regulate away negative experiences such as microaggression or perceptions of discrimination in hiring and promotion in the workplace against minority employees. Using interview data from interviews of minority ethnic staff at a UK university, I present evidence of microaggression and minority employees feeling excluded and posit that perceptions of discriminatory policy engender negative perceptions of the organization. I also show the link between employee engagement and organizational performance and propose that negative minority employees’ experiences and perceptions lower job and organizational engagement and, eventually, organizational performance. I then offer a solution through enterprise-wide CI programs to improve organizational performance directly by improving business processes and indirectly by improving minority employees’ experience, perceptions, and engagement.

Publication Type:	Article
Additional Information:	Reuse is restricted to non-commercial and no derivative uses.
Publisher Keywords:	continuous improvement, microaggression, diversity-equality-and-inclusion (DEI), conceptual model, employee engagement
Subjects:	H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management H Social Sciences > HM Sociology H Social Sciences > HN Social history and conditions. Social problems. Social reform
Departments:	Bayes Business School > Management
SWORD Depositor:	Symplectic Administrator

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