Mobbing, Management, and Anti-Asian Bias

• In Event: Reconsidering Fairness Technologies: A Call for Critical Leadership Study of Mobbing and Managerialism

Abstract

As work patterns and values shift, reforms associated with globalization result in strained relationships, abusive behaviors, and mobbing in educational spaces (Erdemir, et al, 2020). Noting elevated risk for members of historically marginalized groups, Sloan et al (2010) connect the psychological and emotional terrorism of mobbing to marginalization through microaggressive practices furthered through hate speech.

Author 2 is an administrator and scholar focused on refugee resettlement. She examines here mobbing and racial microaggressions as practices shaped by stereotype and implicit bias. Not unlike the risk of domestic terror, the threat of mobbing in the form of racial microaggressions rises as white privilege and associated organizational norms are threatened. Mounting pandemic-related precarity and concomitant racial and political tensions are likely to activate abusive behaviors by members of dominant groups to secure organizational positions and prospects, or simply to expel members deemed dangerous, undesirable, and foreign. Examining evolving conceptions of Asian community in policy and legislation this presentation explores the current rise of anti-AAPI sentiment to consider the vulnerabilities to mobbing, prospects for protection, and possibilities for mobilization and solidarity.

Author

• Thu Suong T. Nguyen, Indiana University - Purdue University at Indianapolis
  Presenting Author