Working From Dominant Identity Positions: Reflections From “Diversity-Aware” White People About Their Cross-Race Work Relationships

Abstract

This is a study of how people learn to work from dominant group identities in their cross-identity work relationships—with a focus on race. I discuss interviews with 24 “diversity-aware” White people about their experiences in cross-race work interactions in which their own and/or the other’s race becomes salient for them. Through a qualitative analysis of the interviews, I identified 10 common facilitating factors that relate to organizational and relational resources as well as self-capacities. I present a framework that highlights the interacting role of these three kinds of resources in responding to perceived barriers for cross-race engagement. Discussion of implications of these findings for individuals and organizations includes recommendations that leaders attend to organizational resources that support and enable constructive race work—including attention to the race identity development of dominant group members.