Exam - Diversity and inclusion

Question 1

1990: 51% of woman and 80% af men

2020: 47% af woman and 74% of men

Could be the woman’s own choice to stay home or an individual choice.

Answer 1

Changing gender composition of the workforce

Question 2

“Diversity is being invited to the party; inclusion is being asked to dance”

The “what”

Social demographic categories but also preferences and perspectives

Social demographic that companies get tracked on: where are you from, gender, age, education

The makeup of a workforce

Answer 2

Diversity

Question 3

“Diversity is being invited to the party; inclusion is being asked to dance”

The “how”

An environment where persons feel a sense of belonging

An environment where persons can feel authentic

An environment where persons can utilize their knowledge skills and abilities

Answer 3

Inclusion

Question 4

The youtube video will explore difficult conversations - the costs of avoiding them, the benefits of having them, and the three simple rules to leading them successfully.

1. Move toward the conflict
2. You don’t know anything
3. Keep quiet (give space and time to think)

Answer 4

Doing diversity right will involve difficult conversation

Question 5

Social Identity Complexity:

Intersectional

Dominance

Compartmentalization

Merger

Answer 5

Intersection: Ingroup defined by the intersection of multiple identities

Dominance: One primary group identification subordinates other identities.

Compartmentalization: Different identities are activated in different contexts.

Merger: Non-convergent groups are recognized and embraced, leading to an inclusive identity.

Question 6

The way your self-concept is based on your membership in social groups. Examples: gender, ethnic groups, nationalities, sport teams, religions, occupation, sexual orientation.

Answer 6

Social identities

Question 7

The part you play as a member of the social group/in relation to other persons. Roles defines behaviors that are expected of you. Examples: sister, friend, teacher, student, father.

Answer 7

Social roles

Question 8

Everyone has their own unique experiences of discrimination and privilege, and we must consider anything and everything that can marginalize people - gender, race, class, sexual orientation, physical ability, etc.

Answer 8

The Urgency of Intersectionality

Question 9

X is a term used to describe common verbal, behavioral or environmental slurs, whether intentional or unintentional, that communicate negative, harmful or discriminatory attitudes towards stigmatized or culturally marginalized groups.

Answer 9

Microaggression

Question 10

Identity is how we define ourselves (but is formed in the context of how others see us)

Self-enhancement

We define ourselves as reflected assessments

Identities service different needs such as continuity, belonging, self-esteem (selvværd)

Identifies are fluid (flydende) and change over time, with experiences

A singular identity is hazardous (farlig) – fragile (skrøbelig), rigid (fastlåst), and creates friction between persons

Stereotype

Prototype

Answer 10

Identity

Question 11

Too old for technology?

Older adults are often stereotyped as having less technological ability than younger age groups.

Older adults underutilize technology due to the threat of confirming age stereotypes directed at their age group.

Stereotype threat can thus be an important barrier to acceptance and use of technology in late adulthood.

Answer 11

Stereotype threat

Question 12

When we unknowingly make assumptions about someone based on a single trait

Answer 12

Misattribution

Question 13

Judging someone on the basis of one’s perception of the group to which that person belongs

Answer 13

Stereotyping

Question 14

An unfounded dislike of a person/group based on their membership to a specific stereotyped group

Answer 14

Prejudice

Question 15

X is an assessment designed to detect subconscious (ubevidste) associations between mental representations of objects in memory.

It gives us a measure of something there is going on in our mind, that we don’t know about.

With the test we can understand what is in peoples mind without asking people to tell us what is in their mind. There can be different answers – verbal self-report and what is actually in my mind.

Answer 15

Implicit Association Tests

Question 16

Picks up on explicit as well as implicit attitudes/biases

Sensitive to the social context in which you are in; more malleable (følsom) than personality but less malleable than mood

Does it predict behavior?

Answer 16

Criticisms of the IAT

Question 17

Research on Implicit Biases in the Workplace

• Physical Appearance

Answer 17

Weight

Height

Physical Attractiveness

Question 18

Research on Effects of Implicit Biases in the Workplace

• Sexual Orientation

Answer 18

Homosexuality and job interview

Gays & lesbians – Willing to self-disclose (afsløre sig selv)

Question 19

Research on Effect on Implicit Biases in the Workplace

• Parenthood

Answer 19

Working mothers

Working fathers

Non-traditional work/parenting dynamics

Question 20

Research on Effect of Implicit Biases in the Workplace

• Race

Answer 20

Black Biases

Arab Biases

Asian Biases

Question 21

Who uses stereotypes? And who gets stereotyped?

Answer 21

Everyone uses them – but not everyone gets stereotyped

Typically – those who belong to society’s “default” (standard) categories are less likely to be stereotyped

Often times, stereotypes are self-applied Stereotypes threat. Self-filling prophecy.

Question 22

Why and when is implicit racial bias linked to abusive supervision? The impact of manager racial microaggressions and individualized considerations.

Answer 22

The article found a positive relationship between manager implicit racial bias and abusive supervision, and that this relationship is lessened by individualized consideration – a moderator of the mediated effect of manager racial microaggressions on
bias and abuse.

Question 23

Subtle discrimination - reducing workplace discrimination.

Answer 23

Subtle discrimination remains a pervasive (udbredt) issue in workplaces, influenced by individual-level factors like stereotypes, social categorization, and prejudice. Understanding these factors is crucial for addressing and reducing workplace discrimination.

Question 24

Intergroup contact to reduce prejudice

Answer 24

Equal group status

Common goals

Cooperation instead of competition (cooperation bringing them closer together as a team)

Support of authorities, law, or customs

Question 25

Customer perspective-taking is a training tool to empower employees when facing customer mistreatment.

Answer 25

Perspective Talking

Question 26

Bias interrupters

Answer 26

• Performance evaluation
• Hiring and recruiting
• Assignment
• Meetings
• Compensation
• Flexibility
• Family leave
• Remote/hybrid Work
• Retention

Question 27

The dark sides of multicultural diversity at work

Answer 27

Miscommunication

Value inconguence

Implicit bias

Poor expatriate adjustments and leadership

Question 28

The bright sides of multicultural diversity at work

Answer 28

Creativity

Satisfaction and personal growth

Question 29

Workplace challenges for immigrants

Answer 29

Discrimination (ethnicity, religion language, speech patterns)
- “Thin-slicing” – research has shown that a 60-second social interaction between two strangers is enough to find patterns.

Employers who are unfamiliar with international work experience and credentials

Navigating complex trade and professional bodies (erhvervsorganisationer)

Question 30

A dynamic capabilities perspective on diversity

Answer 30

Multi-cultural diversity leads to firm-level competitive advantage which increases the firm performance. You need to utilize your diverse workforce. So, people can use their diverse background and use it as an advantage in your company.

Question 31

The impact of store-unit–community racial diversity congruence on store-unit sales performance

Racial diversity congruence –> increased sales performance

Answer 31

Match = “high and high” –> social identity and information based

Match = “low and low” –> social identity

Mismatch = “high and low”

Question 32

Pull and push factors for immigration

Answer 32

Push factors – war, violence, unemployment

Pull factors - demand for cheap migrant labour, especially in informal sectors
- But immigrants are often well-educated & can afford transportation

Question 33

Talent Partnerships fall under the 2021 EU New Pact on Migration and Asylum

Answer 33

Strengthen cooperation

Boost international labour mobility and development of talent

Tranform the risk of brain drain to brain gain

Question 34

Cross-sector Collaborations/Talent Partnerships

Answer 34

Two or more organizations working together across sectors – industry, nonprofit, and government – to achieve mutually beneficial outcomes.

Question 35

How can a company help come back biased?

Answer 35

I work in the field of diversity. I’ve also been black my whole life. So, I know that underrepresented people in the workplace yearn (længes) for two things:

• The first is to hear that they’re not crazy to suspect, at times, that there’s a connection between negative treatment and bias.
• The second is to be offered institutional support

Question 36

Performance self-assessments (black and white people)

Answer 36

People who are colored rate themselves lower

Correlation between racial isolation and negative self-perception

What to do:
1. Teach people how to do self-assessments
2. Continue to run the numbers on performance evaluation differences
3. Add qualitative inquiry

BUT…..The Numbers Only Take Us So Fare:
Saying the truth is too risky so we will always say what you want to hear

Other takeaway: Headcount diversity isn’t inclusion.

Question 37

Gender Pay Gap (GPG)

Answer 37

1. sectoral gender differences

Woman –> heathcare –> paid lower
Men –> finance –> paid higher

Occupational gender segregation (glass ceiling effect)

Question 38

What does diversity training focus on?

Answer 38

1. Compliance with legal mandates
2. Social justice
3. Inclusion

Question 39

Designing Bias-Free Organizations

Answer 39

See where there are problems
- Analytics

Seeing is believing
- Provide examples

Behavior intervention work
- Take the opportunity for bias out of the system
- Gender/race/pedigree-free recruitment, hiring, and promotions systems

Enlist powerful allies

Question 40

Climate culture

Answer 40

“the shared perceptions of and the meaning attached to the policies, practices, and procedures employees experience… and the behaviors they observe getting rewarded and that they are supported and expected.”

Usually studied at the individual- and unit-level, or sometimes organizational-level phenomenon.

So, we usually talk about the climate of an organization regarding things like safety, diversity, ethics, and voice

!!! Then talking about diversity –> often talking about the climate

Question 41

Organizational Culture

Answer 41

is more abstract than climate and more general

Underlying, often unconscious (ubevidste), hidden but shared assumptions, values, and beliefs of an organization, that are communicated to newcomers in the form of myths and stories, objects (things that people have on their desks – pen that marks a 5th anniversary with the firm), etc.

Dimensions include e.g. processes vs. results, employees vs. job, parochial (folkekirke) vs. professional, open systems vs. closed system, loose control vs. tight control, and normative vs. pragmatic orientations
- So these are just various ideas of how we might measure the org culture.

Question 42

Diversity Climate

Answer 42

“Employees’ perception of the extent to which their organization values diversity as evident (tydeligt) in the organization’s formal structure, informal values, and social integration of under-represented employees”

What are its dimensions?
- Equal access and equal opportunities
- Fairness and inclusion (org-level) and personal comfort and openness to diversity (individual-level)

!!!! Women and other minorities tend to report relatively lower levels of diversity climate !!!!

Question 43

Antecedents to Diversity Climate

What predict the diversity climate?

Answer 43

When employees think favorably/positively about an organization’s performance appraisal system

Sexual orientation diversity management

Demographic composition of the group or organization
- more people of all genders and ages are represented.

Inclusive leadership?

!!! Both majority and minority tend to value diversity in organizations (opportunity for growth, learning, and development as well.) !!

Question 44

Explanatory mechanics

How do this work together

Answer 44

1. Psychological empowerment, attachment, organizational identification, organization commitment
2. Identify affirmation (a feeling that their identities were accepted and being seen)
3. Organizational identification and, phycological capital (individuals’ positive phycological resources and capabilities

Question 45

Versus inclusion

Answer 45

Self (instead of organizational) perception
- How do I fell?

Two dimensions:
- perceptions of belonging (do I belong?)
- authenticity (can I be who I truly am?)

Question 46

Pshychological safety

Answer 46

Large determinant of how attached diverse employees feel to the organization, but also how likely they are to leverage their uniqueness to provide value in the organization.

• Only when employees feel completely valued, they feel comfortable bringing their uniqueness.
• Need to feel that it is a safe space

Feeling able to show one’s self without fear of negative consequences to self-image, status, or career” on the basis of support, trust, and openness

Allows employees to express their differences and concerns
- It is alright to be honest

Question 47

Video - Pshychological safety

Answer 47

She talks about psychological safety, not just as a good thing for employee attitudes, but also for accuracy of performance to dissuade errors that employees might commit based on being feeling excluded in companies.

What should the leader do?
1. Frame the work as a learning problem – not an execution problem
2. Acknowledge your own fallibility (fejlbarhed)
3. Model curiosity (model nysgerrighed). Ask a lot of questions

You don’t want to speak up. This may be due to
- New in the job (seniority)
- Status –> hierarchical level. (nurse don’t want to correct a doctor)

Question 48

A matter of psychological safety: Commitment mental health in Turkish immigrant Employees in Germany

Answer 48

Psychological safety was quite important to the immigrant population working in the same organization in a way that wasn’t as important was not important to the German citizen employees of the of the company.

Psychological safety was only a moderator for immigrant background.

Interaction graph:
- Status high psychological safety for the immigrants leads to the greatest amount of affective commitment.
- Immigrants might be some of your most committed employees if they’re treated right and they can be seen and heard as valued employees and organizations.

Question 49

Cultural minorities often face ethnic discrimination in recruitment processes

Answer 49

Depends on several factors:
- The characteristics of the applicant
- The nature of the job
- The attributes of the recruiter
- The policies of the hiring organization
- The cultural context of the country
- The specific ethnic group involved

Individual consequences:
- Depression
- lw self-esteem (lavt selvværd)
- Suicidal ideation (selvmordstanker)
- Back pain
- Stomach aches

Organizational consequences:
- Turnover
- Lawsuits
- Lost benefits of diversity
- Errors

Question 50

Cultural minorities often face ethnic discrimination in recruitment processes

What to do?

Answer 50

Proactive training is the key to effective handling of subtle forms of discrimination - as well as avoiding them in the first place

• By raising awareness about microaggressions and promoting open discussions, colleagues become better equipped to support targets and create a more inclusive work environment.
• Strategies such as making the “invisible” visible, asking for clarification, or reminding individuals of workplace rules are suggested to address microaggressions.
• Educate the perpetrator (gerningsmanden)

Question 51

Social and political polarization

Answer 51

How do we get people to think about others and find something they have in common?

Individuation

Acknowledge indirect emotional distress

“Run toward the conflict
- Hard conversation
- Be there for others in pain
- Interfaith dialogue?

Lessons for reducing polarization from Allport’s Contact Hypothesis? (a review)
- Equal status
- Common goals
- Interdependence – people should be working together
- Supportive laws, norms

Question 52

Social identity

Answer 52

Social identity is a fundamental aspect of how individuals perceive themselves within the context of social groups.

It is the part of an individual’s self-concept that is derived from their membership in various social groups. It is how individuals categorize themselves and understand their place in society.