Racial Salience and the Consequences of Making White People Uncomfortable: Intra‐Racial Discrimination,Racial Screening,and the Maintenance of White Supremacy

Most sociological research on racial discrimination has had an “inter‐racial” focus. That is, researchers have been principally concerned with the disparate treatment that people of color receive relative to Whites in different social contexts. However, recent theoretical work emerging from legal studies suggests that an alternative conception of “intra‐racial” discrimination exists that extends beyond colorism. This theory of intra‐racial discrimination stipulates that many organizations in the “post‐racial” era desire some measure of racial diversity. Yet, in their efforts to achieve this racial diversity they screen people of color based on their degree of racial salience. Whether a given person of color is hired, promoted, or in the case of college admissions, accepted, is a function of whether or not Whites within the organization consider them racially palatable, or not overly concerned with race. This creates an incentive for people of color to work their identity to allay any concerns among Whites that they may be too racially salient. In this paper I critically review this work and attempt to further buttress its claims by highlighting how this process has clear historical precedent. I conclude by showing how the audit method can be used to empirically examine this practice contemporarily.