Internalized Discrimination is defined as the acceptance of negative societal attitudes about oneself based on one's race, gender, religion, disability, sexual orientation, or age. It has been shown to have a profound effect on an individual's ability to develop a positive sense of self-worth and confidence. This article will explore how internalized discrimination impacts professional self-efficacy and ambition.
Impact on Professional Self-Efficacy
When individuals experience internalized discrimination, they may begin to doubt their own abilities and competence in various areas of life. This can lead to feelings of shame and low self-esteem, which can manifest themselves in the workplace through behaviors such as avoiding challenges or taking on less responsibility than is necessary. In addition, these employees may be more likely to seek out confirmation from others that they are indeed capable and competent, creating a cycle of dependence on external validation.
This decreases an individual's overall level of personal agency and autonomy.
Research has demonstrated that employees who experience internalized discrimination often struggle with motivation in the workplace due to reduced belief in their capabilities. They may become less committed to achieving goals or finding success within their chosen field. As a result, these workers may not put forth their best effort when completing tasks or pursuing career advancement opportunities. This lack of engagement can ultimately hurt productivity levels and negatively affect organizational performance as well as individual morale.
Impact on Professional Ambition
Internalized discrimination also has a direct effect on professional ambition by limiting one's aspirations for growth within an organization. Employees who feel that they do not belong or that they cannot achieve success because of their identity group often have difficulty envisioning themselves in higher positions within the company. This lack of drive for advancement can prevent them from developing new skills or gaining additional training needed for promotion into leadership roles.
Individuals who experience internalized discrimination may face increased obstacles in obtaining job interviews, getting hired for positions, receiving fair pay, or being promoted over time. These setbacks create a sense of hopelessness about future prospects and further reduce motivation for professional growth.
Internalized discrimination can lead to feelings of powerlessness and helplessness that significantly impede an employee's ability to reach his/her full potential in the workplace.
The impacts of internalized discrimination on professional self-efficacy and ambition are significant. Individuals experiencing this type of discrimination must recognize its effects and take steps to counteract them if they wish to succeed professionally. Organizations should also be aware of these challenges so they can provide support and resources that help employees overcome internalized biases and build confidence in their abilities. With the proper strategies in place, all parties can work together to foster greater inclusivity and empowerment within the workforce.
In what ways does internalized discrimination affect professional self-efficacy and ambition?
Internalized discrimination refers to the negative attitude towards one's group that comes from social stereotypes, prejudice, and exclusionary behaviors experienced by a particular group in society. It can also be defined as an individual feeling inferior due to their racial/ethnic identity, which leads to lower confidence levels and reduced motivation (Miranda et al. , 2018).