Seven headed monster of inequality
Multi-level, interdisciplinary approach
Symbolical
- How are women and non-dominant groups and their societal roles represented in the
linguistic, narrative and visual structures that shape the organization?
Institutional
- What are effective responses to inequality and exclusion at work at the institutional level?
Experiential
- How do women and non-dominant group members experience the many forms of inequality
in the workplace?
Diversity: everything that distinguishes people from one another. But most attention for dimensions
on which differences in outcomes and discrimination occur
Diversity dimensions
- Surface-level dissimilarity (relatively visible/readily detectable)
- Deep-level dissimilarity (relatively invisible/underlying)
Galinsky and colleagues
- Diversity present in groups, communities and nations
- Diversity acquired through individuals’ personal experiences
Which diversity matters
Why organizations work with diversity
- Moral reasons (equal treatment, equal opportunities, equal outcomes)
- Societal reasons (emphasize good outcomes, focus on consequences of inequality)
- Compliance (mandatory, regel- en wetgeving)
- Synergetic reasons (relationship employee-organization), personal and business economic
growth, employee satisfaction, harmony among employees)
- Business-economic reasons (attract diverse employees, increase well-being, increase
creativty, reduce lawsuits, enhance reputation) business-case for diversity
Matters for what? Not self-evident that diversity leads to better performance and innovation
Diversity paradox climate for inclusion is key
Climate for inclusion
- Fair and unbiased treatment of employees
- Open toward and values differences between employees
- Includes all employees in decision making
Perceived inclusion: perception of employee that the group gives them a sense of authenticity and
belonging
Conclusion
- Climate for inclusion buffers negative effects of feelings of dissimaliraty on perceived
inclusion
- Deep-level dissimilarity was more important than surface-level dissimilarity for social
inclusion at work (but not always found)
- Climate for inclusion not only benifits inclusion of dissimilar people, but also similar people
,Mechanisms of inclusion
- Social categorization and intergroup bias
- Similarity-attraction (subgroup formation)
- Minority stress and related processes (monitoring environment for cues of belonging)
Manels: all-male panels
Diversity and inclusion policies should be
- Integrated
- Systematically developed and implemented
- Based on scientific insights
, People are blind to the norm category
On the failure to notice that white people are white
What is the norm?
Male, white, heterosexual, cisgender, able-bodied
*The workplace is heteronormative
Manifestations of heternormativity at work
Group (LGB vs. non-LGB) work-sexual identity conclict
- Less room for their sexual orientation
- Moderator/mediator: inclusive climate
Both workplace well-being
Identity blind vs identity conscious approach (artikel 3)
- Will stereotypes, prejudice, and discrimination diminish if we ignore certain social categories?
- Yes
Diversity approaches
- Identity-blind approach: everyone is an individual first. We should focus on individual
differences and/or similarities
- Identity-conscious approach: everyone has a different social identity, which is valuable and
affects their lived experience
Colorblindness: minimizes the use and significance of racial group membership and suggets that race
should not and does not matter
Multiculturalism: racial group membership matters and should be acknowledged, respected, and
even valued
(Dis)advantages identity blindness
Advantages
- Diminishes open conflict
- Minimizes discomfort
Disadvantages
- Assumes equal starting position
- Assumes unequal treatment in the past
- Ignores importance of privilige
- Ignores ethnic/socio-economic/gender differences
- Fails to capitalize on advantages of diversity
Implications of colorblind approach
Colorblindness
- Has appeal due to its ego-protective features
- Reduces sensitivity to racism
- Can undermine interracial interactions
- Can result in perceptions of and expectations for people of color that subvert instiutional
diversity efforts
Multi-level, interdisciplinary approach
Symbolical
- How are women and non-dominant groups and their societal roles represented in the
linguistic, narrative and visual structures that shape the organization?
Institutional
- What are effective responses to inequality and exclusion at work at the institutional level?
Experiential
- How do women and non-dominant group members experience the many forms of inequality
in the workplace?
Diversity: everything that distinguishes people from one another. But most attention for dimensions
on which differences in outcomes and discrimination occur
Diversity dimensions
- Surface-level dissimilarity (relatively visible/readily detectable)
- Deep-level dissimilarity (relatively invisible/underlying)
Galinsky and colleagues
- Diversity present in groups, communities and nations
- Diversity acquired through individuals’ personal experiences
Which diversity matters
Why organizations work with diversity
- Moral reasons (equal treatment, equal opportunities, equal outcomes)
- Societal reasons (emphasize good outcomes, focus on consequences of inequality)
- Compliance (mandatory, regel- en wetgeving)
- Synergetic reasons (relationship employee-organization), personal and business economic
growth, employee satisfaction, harmony among employees)
- Business-economic reasons (attract diverse employees, increase well-being, increase
creativty, reduce lawsuits, enhance reputation) business-case for diversity
Matters for what? Not self-evident that diversity leads to better performance and innovation
Diversity paradox climate for inclusion is key
Climate for inclusion
- Fair and unbiased treatment of employees
- Open toward and values differences between employees
- Includes all employees in decision making
Perceived inclusion: perception of employee that the group gives them a sense of authenticity and
belonging
Conclusion
- Climate for inclusion buffers negative effects of feelings of dissimaliraty on perceived
inclusion
- Deep-level dissimilarity was more important than surface-level dissimilarity for social
inclusion at work (but not always found)
- Climate for inclusion not only benifits inclusion of dissimilar people, but also similar people
,Mechanisms of inclusion
- Social categorization and intergroup bias
- Similarity-attraction (subgroup formation)
- Minority stress and related processes (monitoring environment for cues of belonging)
Manels: all-male panels
Diversity and inclusion policies should be
- Integrated
- Systematically developed and implemented
- Based on scientific insights
, People are blind to the norm category
On the failure to notice that white people are white
What is the norm?
Male, white, heterosexual, cisgender, able-bodied
*The workplace is heteronormative
Manifestations of heternormativity at work
Group (LGB vs. non-LGB) work-sexual identity conclict
- Less room for their sexual orientation
- Moderator/mediator: inclusive climate
Both workplace well-being
Identity blind vs identity conscious approach (artikel 3)
- Will stereotypes, prejudice, and discrimination diminish if we ignore certain social categories?
- Yes
Diversity approaches
- Identity-blind approach: everyone is an individual first. We should focus on individual
differences and/or similarities
- Identity-conscious approach: everyone has a different social identity, which is valuable and
affects their lived experience
Colorblindness: minimizes the use and significance of racial group membership and suggets that race
should not and does not matter
Multiculturalism: racial group membership matters and should be acknowledged, respected, and
even valued
(Dis)advantages identity blindness
Advantages
- Diminishes open conflict
- Minimizes discomfort
Disadvantages
- Assumes equal starting position
- Assumes unequal treatment in the past
- Ignores importance of privilige
- Ignores ethnic/socio-economic/gender differences
- Fails to capitalize on advantages of diversity
Implications of colorblind approach
Colorblindness
- Has appeal due to its ego-protective features
- Reduces sensitivity to racism
- Can undermine interracial interactions
- Can result in perceptions of and expectations for people of color that subvert instiutional
diversity efforts
