What Is Othering? Causes, Effects, and How to Build Belonging

Othering is a powerful social process that drives divisions, fosters exclusion, and shapes the identities and life chances of individuals and groups. This article explores what othering is, why it occurs, its psychological and social impacts, the contexts in which it arises, and strategies for combating it to foster greater inclusion and belonging.

What Is Othering?

Othering is the process by which individuals or groups are marked as fundamentally different, alien, or apart from one’s own group. This distinction creates an “us vs. them” mentality, where people outside the in-group are viewed as the Other, often resulting in their marginalization and exclusion from access, rights, or dignity.

• Othering relies on distinguishing traits or identities—such as race, religion, gender, age, ability, or nationality—to draw boundaries between those seen as insiders and outsiders.
• This process can be explicit (through law or policy) or implicit (through attitudes, social practices, or language).
• Othering operates at interpersonal, institutional, and societal levels.

Why Does Othering Happen?

The tendency to categorize and separate is rooted deeply in human psychology and social history. Several factors explain why othering occurs:

Psychological Roots

• Group Identity and Belonging: Humans have a natural drive to form groups. Feeling part of an in-group provides security and shared meaning, but also fosters an instinct to define who is not part of the group.
• Cognitive Simplification: Sorting people into categories (“us” vs. “them”) simplifies a complex world, making social judgments faster, though often less accurate or fair.
• Projection: We may project negative feelings or perceived flaws onto out-groups to maintain a positive self-image.

Social and Structural Causes

• Power Dynamics: Groups in power may define their values and characteristics as normative, diminishing those who differ. This helps justify inequitable systems or practices.
• Historical Factors: Colonialism, systemic racism, patriarchy, and other large-scale systems have long relied on othering to justify exclusion or exploitation of groups.
• Sociocultural Narratives: Stories, language, and stereotypes perpetuate divisions across generations and institutions.

Types of Othering

Although othering is often associated with obvious markers like race or ethnicity, it can arise from any perceived difference. Common grounds for othering include:

• Race and Ethnicity
• Nationality or Immigration Status
• Religion or Belief System
• Gender Identity and Sexual Orientation
• Ability/Disability
• Age
• Socioeconomic Status

Contexts Where Othering Appears

• Daily Life and Communities: Social cliques, exclusion from social groups, or bullying are everyday examples of othering.
• Employment and Institutions: Hiring discrimination or barriers to advancement based on identity.
• Politics and Policy: Laws that exclude certain groups from voting, citizenship, or public benefits.
• International Relations: Framing nations or peoples as threats or “enemies.”

Psychological and Social Effects of Othering

Othering does not just reinforce divisions; it has profound impacts on individuals and communities—both for those who are othered and those who do the othering.

Effects on Individuals Who Are Othered

• Social Exclusion: Exclusion from opportunities, communities, and access to resources.
• Stigma and Reduced Self-Worth: Persistent messages of inferiority can erode self-esteem and belonging.
• Mental and Physical Health Risks: Research links othering to increased stress, anxiety, depression, and health disparities.
• Internalized Oppression: Some may come to believe negative stereotypes about their group.

Effects on Groups that Other

• Narrowed Perspective: Risk of missing out on diverse viewpoints and creative problem-solving.
• Heightened Threat Perceptions: Defining an out-group as a threat increases fear and can escalate into conflict.
• Erosion of Empathy and Trust: Less trust and empathy toward those perceived as “not us.”

How Othering Shapes Society

At the systemic level, othering perpetuates structural inequalities. When embedded in institutions or law, it becomes both harder to recognize and more damaging.

• Education: Curricula that ignore the experiences of marginalized groups can make students feel alienated and unsupported.
• Healthcare: Othering can create barriers to healthcare access for some groups, leading to disparities in health outcomes.
• Workplaces: Unconscious bias in hiring, team building, or assessments can perpetuate underrepresentation and limit advancement of excluded groups.
• Criminal Justice: Policies and practices may target or disadvantage out-groups (e.g., racial profiling).

Examples of Othering

Othering can be subtle or blatant, individual or systemic. Illustrative examples include:

• Historical: Colonial-era laws that defined indigenous populations as less human and denied them rights.
• Social Policy: Immigration bans or restrictions targeting specific ethnic or religious groups.
• Media: Stereotyping or negative portrayal of minority groups.
• Daily Life: “Cliques” or groups in school or work that exclude newcomers, or bullying based on perceived differences.
• Healthcare: Anecdotes from patients who feel their symptoms are minimized by providers due to their identity or background.

Othering vs. Inclusion: The Path to Belonging

While othering divides, the opposite process is inclusion and fostering belonging. Belonging means everyone’s identity, experience, and voice is accepted, valued, and embraced.

Strategies to Counteract Othering

Changing entrenched patterns of othering is challenging but possible, requiring both personal reflection and structural change.

On an Individual Level

• Increase Awareness: Notice when you or others are drawing lines of difference. Reflect on biases and assumptions.
• Foster Empathy: Seek to understand experiences from perspectives outside your own.
• Challenge Stereotypes: Question generalizations or assumptions about groups.
• Intervene: Speak up when you witness exclusion or derogatory remarks.

On a Community and Institutional Level

• Promote Diverse Narratives: Curriculum, media, and stories that reflect the full diversity of human experience.
• Inclusive Policies: Hiring, admissions, or healthcare processes that proactively include rather than exclude.
• Train Leaders: Equipping those in power to recognize and address othering within their organizations.
• Participatory Decision-Making: Involving all community members—not just those in the majority—in shaping practices and policy.

What to Do If You’ve Been Othered

Experiencing othering can be painful and challenging. You do not have to endure it in silence. Consider these steps:

• Seek Community Support: Find groups or allies who validate your experience and foster belonging.
• Set Boundaries: Where possible, extract yourself from harmful environments.
• Speak Out: When safe, share your experience to raise awareness and challenge exclusion.
• Practice Self-Care: Negotiate stress with activities that renew your mental health, such as talking to a counselor or engaging in creative outlets.

Frequently Asked Questions (FAQs)

What is the difference between othering and discrimination?

While both involve treating people differently, othering is the process of constructing and perceiving someone as fundamentally different or alien. Discrimination is the action or practice of unfairly treating people based on group differences.

Can you other people even in your own community?

Yes. Othering occurs within social groups as well, for example, when certain members are marginalized or excluded due to differences in opinion, appearance, or status.

Is othering always intentional?

No. It can be both conscious and unconscious. Sometimes, othering manifests through ingrained language, habits, or cultural norms rather than deliberate exclusion.

What are the long-term effects of othering on societies?

Othering divides communities, perpetuates systemic inequalities, erodes trust, and can escalate into conflict or violence. It ultimately undermines social cohesion and collective progress.

How can organizations reduce othering?

• Implement inclusive hiring and promotion practices.
• Offer diversity and bias training at all levels.
• Encourage continuous feedback from all groups.
• Model inclusive language and actions from the top down.

Additional Resources

• Books: Othering & Belonging: Expanding the Circle of Human Concern by john a. powell
• Organizations: Othering & Belonging Institute; Southern Poverty Law Center
• Websites: American Psychological Association’s Diversity & Inclusion Portal

Key Takeaways

• Othering is a widespread and damaging process that reinforces social divides and inequalities.
• The urge to designate “us vs. them” is deeply rooted but can be overcome through awareness, empathy, and inclusive action.
• Both individuals and institutions play a role in challenging and replacing othering with belonging.