Racial Inequality in Organizations: A Systems Psychodynamic Perspective

Abstract

This paper uses systems psychodynamic concepts to develop theory about the persis­tence of racial inequality in U.S. organizations and to inform an approach for disrupting it. We treat White men as the dominant group and Black people as the archetypal subor­dinate group in U.S. society. In our theory, work contexts that conflate merit with ideal­ ized images of White masculinity provoke unconscious distress in White men who aspire to meet those ideals. An unconscious, multilevel defense system, comprising pro­ jective identification at the individual level bolstered by a social defense at the organiza­ tion level, keeps this distress at bay. This system diverts attention away from the real culprit-work contexts that threaten White men's self-worth-by contriving and making credible a substitute problem-a shortage of"qualified" Black people. At the same time, the social defense fuels the very work contexts that pose threats to White men in the first place. The upshot is the persistence of racial inequality. We offer guidance on how to dis­ rupt these d yn amics by building mutually reinforcing holding environments where orga­ nization members can engage in intrapsychic and intergroup reparative work. We conclude by offering theoretical contributions to the literatures on race, organizational inequality, systems psychod yn amics, and masculinity.