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In this paper, we relied on a mixed-methods approach to examine the contextual fluidities and nuances of racial discourse in a southwestern baked-goods workplace. Specifically, we extend upon previous findings on how stereotypes and slurs are racially unequal in a workplace setting, in order to investigate what is uniquely racist about the deployment of stereotypes and slurs and how racism shapes gendered and classed dimensions of these terms. Further, we empirically demonstrate how gender and class can be constructed along lines of racial ideology at micro-levels of interaction. Our argument is that racetalk does not operate independently or in isolation from other discourses like gendertalk and classtalk. Instead, racist comments are often expressed alongside classist and sexist comments by people, who simultaneously occupy multiple racial, class, and gender locations. [ABSTRACT FROM AUTHOR]

Diversity has become a common term in the business world. But, what exactly does it mean to be diverse? In this article, I examine the notion of diversity in the business world and explore how, in the wane of progressive programs such as affirmative action and organizational multiculturalism policies diversity has become the post-civil rights mantra of equality in America. Using interview data from upper-level managers in Fortune 1000 companies I argue that diversity ideology has enabled many organizations to curtail deeper investigations into the gender and racial inequalities that continue to persist in the workplace. I find that managers tend to exclude race and gender in their definitions of diversity. Further, I find that most managers, even while claiming that their companies were interested in promoting diversity, could not effectively elaborate on their company’s diversity policies or practices. [ABSTRACT FROM AUTHOR]