Hypervisibility: The Double-Edged Sword in DEI
In the realm of Diversity, Equity, and Inclusion (DEI), understanding and addressing Hypervisibility is crucial. Hypervisibility is a significant aspect of this discourse, but what exactly does it entail?
Definition:
Hypervisibility refers to the excessive attention or scrutiny placed on individuals due to their identity, often based on race, gender, disability, or other marginalised characteristics. Unlike mere visibility, hypervisibility magnifies differences, making individuals stand out in ways that can be isolating, exhausting, or even harmful.
Understanding Hypervisibility in the DEI Context:
In workplaces, schools, and social settings, hypervisibility occurs when a person’s identity becomes a focal point, overshadowing their skills, contributions, or individuality. This can manifest in two primary ways:
- Tokenism: When individuals from underrepresented groups are showcased to meet diversity quotas, rather than being valued for their expertise.
- Heightened Scrutiny: When members of marginalised groups face increased pressure to perform, speak on behalf of their entire community, or prove their worth repeatedly.
Example:
Imagine a corporate boardroom where the only woman of color is frequently asked to provide the “diverse perspective,” even when discussions are unrelated to her expertise. While her presence may reflect diversity efforts, the constant emphasis on her identity rather than her skills creates a burden that her colleagues do not face.
Addressing Hypervisibility in DEI Initiatives:
To foster genuine inclusion, organisations must:
- Shift from Representation to Inclusion: Move beyond numbers and ensure all employees feel valued for their skills, not just their identity.
- Decenter Tokenism: Create spaces where marginalised voices are heard without being put on display.
- Educate & Train Leadership: Equip leaders to recognise and mitigate hypervisibility in workplace culture.
Conclusion:
Hypervisibility is a complex DEI issue that requires thoughtful, systemic change. While increasing diversity is essential, organisations must ensure that underrepresented individuals are truly included, not just seen. By prioritising equity and belonging, businesses, schools, and institutions can move beyond hypervisibility and build authentic, inclusive environments where everyone thrives.
References:
Buchanan, N. T., & Settles, I. H. (2019). Managing (in) visibility and hypervisibility in the workplace. Journal of Vocational Behavior, 113, 1-5. https://www.sciencedirect.com/science/article/abs/pii/S0001879118301313
Settles, I. H., Buchanan, N. T., & Dotson, K. (2019). Scrutinized but not recognized:(In) visibility and hypervisibility experiences of faculty of color. Journal of Vocational Behavior, 113, 62-74. https://www.sciencedirect.com/science/article/abs/pii/S000187911830068X
Dugenia, E. R. B. (2024). From Hypervisibility to Affirming Visibility: Navigating a Spectrum of Belonging in Public Spaces (Doctoral dissertation, University of California, Irvine). https://www.proquest.com/openview/989459c53bff06345f1fd4e324566521/1?pq-origsite=gscholar&cbl=18750&diss=y
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