Funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or the European Research Council Executive Agency. Neither the European Union nor the granting authority can be held responsible for them. This work is supported by ERC grant TARGETS (GA n.101041908)
Despite progressive anti-discrimination legislation and the popularity of diversity policies touted as the key to a culturally diverse workplace, discrimination of ethnic minorities in the labour market is remarkably persistent and pervasive. TARGETS integrates literature from sociology, social psychology, organization, and socio-legal studies into a novel multi-actor and dynamic theoretical framework to examine what makes people targets of ethnic discrimination.
Both conceptually and empirically, the key contribution of our approach is that we define and operationalize discrimination claims as, inherently, relational. We test the core proposition that relational claims making is the key mechanism through which discrimination is perceived, legitimated or contested by multiple actors. We develop and test this theory at two levels of analysis. At the macro level, we map how structures and practices, such as anti-discrimination laws and diversity management policies, can confer or deny legitimacy to discrimination claims, in the workplace and courtroom. These structures may create an 'illusion of fairness' that reproduce durable inequalities in the distribution of organizational resources, such as access to jobs and career opportunities.
We then zoom in on the micro-foundations of the claims-making process, focusing on its relational and dynamic nature, respectively. First, using an innovative research design, we pioneer the use of linked, multi-actor factorial survey experiments to capture the discrimination attributions made by multiple actors (targets, perpetrators, allies and bystanders), simultaneously. Second, we collect real-time longitudinal data on the job search strategies that ethnic minorities adopt to avoid becoming targets. Our dynamic approach improves on existing accounts that all too often treat them as passive labour market agents, and contributes to theory development on how supply-side behaviour can counteract labour market inequalities.