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The purpose of this paper is to explore what narratives of inequality tell us about societal inequality both inside and outside of workplaces. It illuminates the intertwined fates of social agents and the productive potential of seeing organisational actors as social beings in order to advance resistance and substantive equality.

This research empirically examines narratives of inequality and substantive empowerment among a group of 25 black bankers within a major bank in Johannesburg, South Africa. Data were gathered through one-on-one interviews. The data were analysed using narrative analysis.

The findings indicate that narratives of organisational agents always contain fragments of personal and societal narratives. An intersectional lens of how people experience inequality allows us to work towards a more substantive kind of equality. Substantive equality of organisational actors is closely tied to the recognition and elimination of broader societal inequality.

The implications for teaching and research are for scholars to methodically centre the continuities between the personal, organisational and societal in ways that highlight the productive tensions and possibilities for a more radical form of equality. Moreover, teaching, research and policy interventions should always foreground how the present comes to be constituted historically.

Policy and inclusivity interventions would be better served by using substantive empowerment as a theoretical base for deeper changes beyond what we currently conceive of as empowerment. At base, this requires policy makers and diversity practitioners to see all oppression and inequality as interconnected. Individuals are simultaneously organisational beings and societal agents.

Third world approaches to diversity and inclusion need to be vigilant against globalised western notions of equity that are not contextually and historically informed. The failure of equity initiatives in SA means that alternative ideas and approaches are necessary.

The paper illustrates how individual narratives become social scripts of resistance. It develops a way for attaining substantive empowerment through the use of narrative approaches. It allows us to see that employees are also social agents.

The purpose of this paper is to foreground non-conformity in organisational life as it relates to black female managers. My intervention here is to problematise organisational theory in relation to its limited ability to engage with affect and to point to a more generative framework. Through centering the body, the author also seeks to offer a counter narrative to the field of Positive Organisation Scholarship and its drive to primarily engage with happy feelings and harmony.

The author gives a close reading of four black women's interview-based narratives to engage with the ways in which they refuse to conform to organisational scripts of happiness. The author makes a case for using both critical discourse-based and affective readings of everyday experience which social science readings cannot readily account for.

Non-conformity has a number of local effects including negotiating the present from a position of alternative histories of struggle and cultural values, and holding different and conflicting realities and subject positions. Moreover, a reading of these women's accounts suggests that affect is both personal and social and can manifest in multiple, embodied, transformative, and potentially destructive ways. The author comes to new ways of understanding organisations and resistance when the author uses affect as an investigative lens.

By virtue of the close reading necessitated by the nature of the study, the sample of this research is small. While the intention is not generality, the findings of the research have to be understood in context and applied within different settings with caution. The implications of this research are that there remains an urgent need for critical-orientated research which centers affect in order to counter the growing positive psychologies which relegate asymmetries to the margins.

In South Africa where black women constitute the numerical majority, there is an urgent need to understand and reverse their status as a minority in management and social life. This research goes some way in explicating this process.

While there is well-developed body of feminist research which seeks to study black women in South Africa, there is a dearth of research into black women in the workplace. This paper therefore presents an original look at black female managers by applying international theoretical tools to a context that is under theorised. This research presents new methodological and theoretical tools and analysis to the South African workplace.