Eurein Seauton, Idiai Phrontizein. The Hidden Layers of Workplace Bullying: Intersectionality

This article was originally published on hickamsdictum.com

"Eurein seauton, idiai phrontizein" roughly translates to "Discover yourself by thinking for yourself." This phrase highlights the value of self-reflection and independent thought, central to Socratic philosophy. It suggests that true self-awareness arises from questioning societal norms and deeply considering one’s beliefs. In Part 3b, we will explore how marginalized individuals often face pressure to conform in the workplace, sometimes at the expense of their identity. Although challenging these dynamics may feel impossible in many corporate environments, this quote serves as a reminder of the delicate balance between conformity and authenticity. It encourages finding small ways to maintain personal integrity, even in spaces that prioritize uniformity. This struggle for authenticity mirrors Julius Caesar's attempts to stay true to his vision for Rome despite societal pressures, emphasizing the importance of finding moments of self-alignment, even when systemic change seems out of reach.

Introduction

This series on workplace bullying explores the dynamics that create toxic work environments. Part 1 examined how high achievers, like Julius Caesar, and people who are different often become targets, while Parts 2a and 2b explored the tactics and deeper motivations behind bullying. In Part 3a, we discussed the structural and cultural causes of workplace bullying. Now, in Part 3b, we will delve into intersectionality and how overlapping social identities can amplify challenges for marginalized individuals. This section not only highlights the unique vulnerabilities they face but also examines how these dynamics manifest in modern workplaces, offering a lens to understand real-world impacts and the need for genuine inclusion.

The Challenge of Intersectionality

While anyone can face workplace bullying, marginalized individuals—whether due to race, gender, sexual orientation, disability, or socioeconomic background—are at higher risk. Kimberlé Crenshaw's concept of intersectionality shows how overlapping identities amplify discrimination. For example, a Black or Asian woman may face bullying based on both race and gender, adding layers to the challenges in addressing workplace bullying.

Marginalization’s Complex Layers

Divisions within marginalized communities, such as class or background, can create hierarchies that reinforce exclusion. Here are a few examples:

• Class Differences: Economic disparities within racial or ethnic groups can create distance between wealthier and less affluent members, sometimes reinforcing stereotypes. For example, in Rome, Caesar's populist reforms aimed at bridging such divides alienated many elites, illustrating the friction that arises from attempts to disrupt established hierarchies.
• Immigrant Tensions: Newer and more established immigrants can experience cultural divides, such as in language or assimilation levels, leading to perceptions of being “more American” or “less authentic.”
• Colorism: Preferential treatment for lighter-skinned individuals persists in many communities of color, influencing social acceptance and professional opportunities.
• Educational Attainment: Consider a first-generation college graduate working in a corporate setting. They might feel distanced from both their working-class roots and their colleagues who have more established professional networks, creating a unique sense of isolation.
• Cultural and Regional Variations: Differences in upbringing—like urban versus reservation life among Indigenous communities—can lead to tensions over cultural authenticity.
• LGBTQ+ Exclusion: Traditional cultural views within some communities can marginalize LGBTQ+ individuals, even among those who share the same racial background.
• Religious Differences: In some Middle Eastern communities, religious divides can create tensions despite a shared ethnicity.

The overlapping struggles faced by marginalized groups weren’t confined to ancient societies—they continue to shape the modern workplace. The challenges Caesar faced in balancing different factions mirror the experiences of those who must navigate multiple identities in today’s professional settings.

These divisions highlight how marginalized groups face shared challenges, yet internal biases can add complexity to their struggle for equity. In ancient Rome, political factions like the populares (who sought to uplift the common people) and the optimates (who championed the elite) often clashed. Caesar's alignment with the populares and his focus on extending rights to the provinces created friction with those determined to maintain traditional power structures. This illustrates how divisions can emerge even within a shared cultural or national identity, creating fault lines that are exploited in power struggles. A similar dynamic plays out in today’s corporate environments. For example, a first-generation college graduate might find it challenging to connect with colleagues from more privileged backgrounds. Despite their skills, they may feel isolated in an industry that values conformity over diversity. This reflects how workplace dynamics can mirror societal divisions, where differences—whether in background or perspective—can lead to marginalization. Viewing workplace bullying through an intersectional lens helps us understand how these community dynamics shape broader conflicts.

Disproportionate Impact on Marginalized Groups

Bullying frequently targets those seen as 'different' or threatening to power structures. Marginalized individuals may face exclusion, scapegoating, or being held to higher standards. The intersection of their identities can intensify the challenges they face, making it crucial to recognize how different forms of discrimination compound the effects of bullying.

Consider a team where members share a cultural background but differ in socioeconomic status. Those with more privilege may often find it easier to connect with leadership, potentially leaving others feeling overlooked despite their contributions. However, leaders who have risen from less privileged backgrounds can play a key role in countering these biases by bridging gaps, offering support to those facing similar challenges and bringing valuable perspectives to the workplace. Biases within marginalized groups can influence workplace dynamics, too. Individuals who align more closely with dominant cultural norms or hold higher socioeconomic status may find it easier to gain acceptance in professional settings. Meanwhile, those who differ—whether through language, background, or cultural practices—may face greater challenges in being seen as “likable” by peers and managers.

When leaders 'coach' individuals to conform, it can become a subtle form of bullying, suggesting that acceptance hinges on abandoning one's identity. This shifts the burden of fitting in onto the individual, overlooking the broader cultural biases in the organization (or team). As a result, it creates divisions between those who conform and those who resist, further isolating those who are seen as 'different' and making them more vulnerable.

These dynamics echo the struggles faced by Julius Caesar during his rise and fall. Caesar’s vision for a more inclusive Rome, including extending rights beyond the traditional elite, made him a target for those invested in maintaining the status quo. Much like marginalized individuals today who advocate for change, Caesar’s reforms threatened the norms the Senate sought to protect. Instead of embracing his broader vision, many Senators resisted, expecting him to align with their traditional views. This clash of visions created a rift, casting Caesar as a destabilizing force against Rome’s established identity. Similarly, in today’s workplaces, a diverse employee pushing for progressive changes—such as better work-life balance or updated policies—may face pushback from those comfortable with current practices. This resistance often deepens divisions, turning those who dare to challenge the norms into targets of exclusion, much like Caesar's experience with the Roman Senate.

While these compounded challenges highlight the broader structural issues that marginalized individuals face, another layer of complexity emerges when considering how perceptions of likability influence career growth. Beyond structural inequities, the subjective nature of being deemed ‘likable’ can shape professional opportunities and access to informal networks. In Part 3c, we will explore how this emphasis on likability interacts with workplace dynamics, revealing how it can become a gatekeeper to success or a barrier to those who don't fit the preferred mold.

Summary of Key Points:

·       Intersectionality and Vulnerability: Marginalized individuals often face heightened risks of workplace bullying due to overlapping social identities like race, gender, and socioeconomic status. Internal divisions within these groups can further complicate their experiences and challenge efforts for equity and inclusion.

·       Broader Implications for Industries: Favoritism and in-group dynamics don’t just affect individual careers; they can shape entire industries. As influential networks move across organizations, they perpetuate cultural norms that can limit opportunities for diverse perspectives, reinforcing systemic biases and limiting innovation.

As you reflect on these insights, consider these questions: 

1. What role do you think leaders should play in balancing the need for cultural fit with the importance of valuing diverse perspectives? How can they create a more inclusive environment without pressuring individuals to conform?
2. Have you experienced or witnessed the impact of internal divisions within marginalized communities in a professional setting? How did these dynamics affect the sense of unity and support among colleagues?
3. Reflecting on the concept of intersectionality, how can workplaces better address the unique challenges faced by individuals who belong to multiple marginalized groups? What steps can organizations take to recognize and address these overlapping layers of discrimination?

Workplace bullying is a sensitive topic, but by sharing ideas and strategies, we can work toward healthier, more inclusive environments. Please feel free to share your thoughts, focusing on solutions and best practices. Your insights could help others navigate similar challenges and contribute to a broader understanding of how to build healthier workplaces.