There is an emerging interest in invisibility in workplace (e.g., Hutton, 2017; Nordi & Engestorm, 1999; Purdie-Vaughns, & Eibach, 2008). Daniels (1987) initiated a systemic research on “invisible work” to study the relationship between devalued work that is historically viewed as women’s labor (e.g., domestic work, caregiver jobs) and invisibility of work. The naturalization of women’s labor is achieved by the reproduction of essentialist representations of gender and work resulting in the invisibility of women’s labor. The proliferation of research on invisibility in a variety of occupations over the past few decades has documented the theoretical significance of invisibility for organizational research. Although invisibility has been studied in a variety of ways, very few studies examine invisibility at the intersections of social identities, culture, macro and micro contexts. In this symposium we examine the contours of invisibility – its production, internalization and reproduction – and myriad ways people respond to invisibility in three organizational settings. A critical examination of invisibility, and the inextricable relationship between invisibility and marginality, is an important step for improving lives for people who work at the margins of social and organizational life.
|Journal||Academy of Management Annual Meeting Proceedings|
|Publisher||Academy of Management|