Unconscious Racial Micro-aggressions: The Hiring Practice and Employment Relationship of Chinese Migrants in Australia

• In Event: 183 - Regular Session. Racial and Ethnic Inequality 2

Abstract

Studies have shown that racial micro-aggressions can be present in various forms and affect diverse racial and ethnic groups in everyday practices. Few studies, however, have discussed how such subtle, intentional or unintentional, aggressions sustain, reproduce, or self-strengthen racial stereotypes within a particular racial/ethnic group. Taking pan-Chinese immigrants as an example, this article focuses on the hiring practice and employment relationship. It examines job-search processes, cultural perceptions, ethnic interactions, and the work experiences of pan-Chinese migrant workers who find work in Australia. The data for this article were collected through thirty in-depth interviews carried out in Sydney. The interviews investigated migrant experiences of work with a particular focus on how people perceive and deal with the racial micro-aggressions inflicted on them. By showing how pan-Chinese migrants mutually tease each other with strong “Asian” accents, blame themselves for English that is not good enough to “qualify” for better jobs, and interpret white employers or colleagues’ micro-aggressions (such as rude verbal behavior) in a different way (as if they are just a joke or a way to show friendliness), this article argues that racial micro-aggressions can be internalized and reproduced within an ethnic group (pan-Chinese migrants). They can ease mutual tensions between advantaged and disadvantaged groups but, at the same time, maintain the persistence of racial stereotypes in everyday life.

Author

• Yao-Tai Li, University of California- San Diego