Documenting the Routine Burden of Devalued Difference in the Professional Workplace

Abstract

Professional workplaces that embody an “ideal worker” image that is implicitly white and male set-up persistent biases against the competence and suitability for authority of those who are not white men, forcing them to work harder to prove their competence and fit in. The added labor of coping with these burdens is largely invisible to dominant actors in the workplace who do not experience them. To facilitate change by making such burdens visible for all, we present data from a survey of 1,349 architects, including white, Asian, Black, Latinx, and mixed race/other underrepresented men and women, about their specific behavioral experiences of prove-it-again (competence) bias, tightrope (authority) bias, problems of fit, exclusion, emotion work, and interruptions. Across all measures, white men architects report significantly lower levels of these burdens than do women of any race and almost all non-white men. Consistent with status expectations and stereotype prototypicality theories, we find intersectional patterns in the relative burdens experienced by women and men of different racial groups. Gender differences in bias experiences are greatest among white, less among Asian, and least among Black architects. Women of color report the highest levels of bias overall.