While International Relations scholarship has increasingly addressed questions of race, the literature on international organizations (IOs) has been slower to do so. In particular, it has neglected how race functions within IO workforces. Building on sociological theories of racialized organizations, we develop the concept of racialized IOs. Like domestic organizations, racialized IOs are characterized by enhanced or inhibited agency of racial groups, racialized distribution of resources, credentialing of whiteness, and decoupling of formal rules and informal practices along racial lines. However, there are also two important differences. First, since IOs rely on member states for resources, their secretariats need to accommodate powerful white-majority countries (macro-level pressures). Second, since IO workforces are diverse, their employees may bring a range of racial stereotypes that exist in their societies into their professional practice (micro-level pressures). Using the case of UN peacekeeping, we demonstrate how the four features of racialized organizations operate in light of these macro- and micro-level pressures. We show that locally hired peacekeeping staff face constraints on exercising agency; that non-white peacekeepers perform more dangerous jobs than their white counterparts; that whiteness serves as a proxy for desirable skills while non-white peacekeepers’ knowledge is devalued; and that peacekeepers from white-majority countries receive special treatment or deviate from UN-wide procedures.

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种族和国际组织

尽管国际关系学术研究越来越多地关注种族问题，但有关国际组织（IO）的文献却进展缓慢。特别是，它忽视了 IO 劳动力中种族的运作方式。基于种族化组织的社会学理论，我们提出了种族化国际组织的概念。与国内组织一样，种族化的国际组织的特点是种族群体的代理作用增强或受到抑制、资源的种族化分配、白人资格认证以及正式规则和非正式实践按照种族界限脱钩。然而，也有两个重要的区别。首先，由于国际组织依赖成员国提供资源，其秘书处需要适应强大的白人占多数的国家（宏观层面的压力）。其次，由于IO劳动力是多元化的，他们的员工可能会将社会中存在的一系列种族刻板印象带入他们的专业实践中（微观层面的压力）。我们以联合国维和行动为例，展示了种族化组织的四个特征如何在这些宏观和微观层面的压力下运作。我们表明，当地雇用的维和人员在行使代理权方面面临限制；非白人维和人员比白人维和人员执行更危险的工作；白种人是理想技能的代表，而非白人维和人员的知识则被贬低；来自白人占多数的国家的维和人员受到特殊待遇或偏离联合​​国范围内的程序。