Black Mothers Addressing Workplace Oppression Through Contemplative and Anti-Oppressive Practices

Abstract: Creating inclusive organizations continues to be a priority—and a challenge—in organizational research and practice and is particularly relevant to critical HRD (CHRD) (Bierema, 2020). This study centers on exploring one specific barrier to inclusive organizations: workplace oppression, defined as “complex organizational dynamics and silent forces that give rise to difficulties involving issues of power and powerlessness and of the dominant and dominated” (Alleyne, 2005, p.287). Our research purpose is to engage with Black mothers around their experiences of workplace oppression by operationalizing a framework that utilizes contemplative and anti-oppressive practices to address workplace oppression. Because Black women have a strong legacy in both contemplative and anti-oppressive practices, by extending this work into CHRD, we are also connecting to the legacy and leadership of Black women within the HRD discipline (Rodriguez et al., 2016; Santamaría et al., 2022, etc.).
In a previous study, the authors sought to answer the following research questions: (1) In what ways do Black mothers experience workplace oppression and (2) How can anti-oppressive practices informed by contemplative practices appropriately and effectively address workplace
oppression experienced by Black mothers? Using data collected from participants who self- identified as Black, working mothers with school-aged children, we engaged in the methods of a robust integrated literature review and intersectional qualitative data analysis. Our analysis of
participants’ semi-structured interviews concluded that power is a central component of workplace oppression. In answering the first research question, the data suggests that Black mothers experience workplace oppression through four central themes related to power, all of
which have been explored in the CHRD literature: (1) privilege (Leonardo, 2004; Walker, 2021), (2) being an outsider (Nkomo & Al Aris, 2014), (3) non-traditional career roles (MacIsaac & Domene, 2014), and (4) ownership (Hopson & Orbe, 2007).
Based on these findings we sought to place the streams of contemplative practice and anti-oppressive practice in dialogue with each other in order to address the Black mothers’ experiences and to answer the second research question. It is important to note that while contemplative practice and anti-oppressive practice have been explored separately in HRD literature, they have yet to be explored in combination as a possible framework to dismantle oppression, which has been a specific call in CHRD (Bierema, 2020). While it is important to acknowledge that our contemplative practice approach is embedded in Christianity, which has been used to justify oppression of Black Africans across the globe, Christianity and the Black Church have also served as sources of power and solace for Black communities in general and Womanists in particular (Cannon, et al., 2011; Holmes, 2017; Lincoln & Mamiya, 1990; Masenya, 1994; Taylor et al., 2014). As a result of our research, we developed the Contemplative & Anti-Oppressive Practices (CAOP) framework rooted in Merton’s (1971, 2007), Christian contemplative practice, and Clifford’s (1995) anti-oppressive practice.
This new study seeks to operationalize and assess the CAOP framework which was conceptualized in the aforementioned study. The central research questions explored in this study will be as follows: (1) How might Black mothers utilize CAOP to effectively address workplace oppression and (2) In what ways can Black mothers' experiences with CAOP inform organizational efforts towards addressing workplace oppression? The study participants will include 13-20 working Black mothers who (1) identify experiences of workplace oppression in their current organizations, (2) agree to utilize CAOP as part of their workplace experience, (3) assess the framework, and (4) provide recommendations of its utility, opportunities, challenges, and improvements. Data will be collected qualitatively through interviews, narrative and discourse analysis, and focus groups. Intersectional qualitative analysis will be used to analyze all data collected. Using practices of Critical Participatory Action Research (CPAR) the participants will be invited to engage in a community practice called counterspace (Olivos, 2006) where participants interact with the findings of our first study so they can collaboratively provide recommendations about the framework and for the organizations involved. Findings from this current study will be presented via manuscript.
Theoretically, this study will provide a framework for understanding the experiences of workplace oppression. Additionally, by utilizing an intersectional lens that looks at multiple identities (motherhood, race, class, etc.) we hope to contribute to the extensive “gendered” CHRD scholarship in its efforts to develop a “gender consciousness” that leads to inclusive organizations (Bierema, 2017). The study will also provide practical applications and principles for effectively addressing workplace oppression, particularly as it relates to Black mothers, and potentially with implications for other employee populations.