Title: Managing (in)visibility and hypervisibility in the workplace - ScienceDirect
Headings: Managing (in)visibility and hypervisibility in the workplace
Journal of Vocational Behavior
Editorial
Managing (in)visibility and hypervisibility in the workplace
Abstract
Keywords
1. Visibility, invisibility, and hypervisibility defined
2. Characteristics of (in)visibility and hypervisibility
Contributions of this special issue
Future directions for (in)visibility research
Author note
References

Content: As a result, marginalized individuals are often motivated to manage their visibility to regain control and to mitigate potential harm. 2. Characteristics of (in)visibility and hypervisibility
Visibility, invisibility, and hypervisibility are interrelated phenomena ( Fryberg & Townsend, 2008 ). We assert that for marginalized individuals, hypervisibility and invisibility are contrasts to visibility and represent different manifestations of the same oppressive forces – subjugation and devaluation. Both reflect distortions of individuals and the groups to which they belong, and both function to maintain a social hierarchy where marginalized groups are constrained to the periphery. Following, we detail several characteristics shared by both invisibility and hypervisibility that distinguish them from visibility. •
Invisibility and hypervisibility are embedded in power relationships. Differential power and marginalization are precursors for invisibility and hypervisibility given that those with status and power have the authority to render others visible, invisible, or hypervisible. Being numerically underrepresented can also contribute to invisibility and hypervisibility (e.g., marginalized group members that are numerical tokens have increased vulnerability to both invisibility and hypervisibility; Kanter, 1977 );