Exam - Diversity and inclusion Flashcards
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.
Changing gender composition of the workforce
“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
Diversity
“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
Inclusion
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.
- Move toward the conflict
- You don’t know anything
- Keep quiet (give space and time to think)
Doing diversity right will involve difficult conversation
Social Identity Complexity:
Intersectional
Dominance
Compartmentalization
Merger
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.
The way your self-concept is based on your membership in social groups. Examples: gender, ethnic groups, nationalities, sport teams, religions, occupation, sexual orientation.
Social identities
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.
Social roles
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.
The Urgency of Intersectionality
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.
Microaggression
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
Identity
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.
Stereotype threat
When we unknowingly make assumptions about someone based on a single trait
Misattribution
Judging someone on the basis of one’s perception of the group to which that person belongs
Stereotyping
An unfounded dislike of a person/group based on their membership to a specific stereotyped group
Prejudice
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.
Implicit Association Tests
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?
Criticisms of the IAT
Research on Implicit Biases in the Workplace
- Physical Appearance
Weight
Height
Physical Attractiveness
Research on Effects of Implicit Biases in the Workplace
- Sexual Orientation
Homosexuality and job interview
Gays & lesbians – Willing to self-disclose (afsløre sig selv)
Research on Effect on Implicit Biases in the Workplace
- Parenthood
Working mothers
Working fathers
Non-traditional work/parenting dynamics
Research on Effect of Implicit Biases in the Workplace
- Race
Black Biases
Arab Biases
Asian Biases
Who uses stereotypes? And who gets stereotyped?
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.
Why and when is implicit racial bias linked to abusive supervision? The impact of manager racial microaggressions and individualized considerations.
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.
Subtle discrimination - reducing workplace discrimination.
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.
Intergroup contact to reduce prejudice
Equal group status
Common goals
Cooperation instead of competition (cooperation bringing them closer together as a team)
Support of authorities, law, or customs
Customer perspective-taking is a training tool to empower employees when facing customer mistreatment.
Perspective Talking
Bias interrupters
- Performance evaluation
- Hiring and recruiting
- Assignment
- Meetings
- Compensation
- Flexibility
- Family leave
- Remote/hybrid Work
- Retention
The dark sides of multicultural diversity at work
Miscommunication
Value inconguence
Implicit bias
Poor expatriate adjustments and leadership
The bright sides of multicultural diversity at work
Creativity
Satisfaction and personal growth
Workplace challenges for immigrants
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)
A dynamic capabilities perspective on diversity
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.
The impact of store-unit–community racial diversity congruence on store-unit sales performance
Racial diversity congruence –> increased sales performance
Match = “high and high” –> social identity and information based
Match = “low and low” –> social identity
Mismatch = “high and low”
Pull and push factors for immigration
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
Talent Partnerships fall under the 2021 EU New Pact on Migration and Asylum
Strengthen cooperation
Boost international labour mobility and development of talent
Tranform the risk of brain drain to brain gain
Cross-sector Collaborations/Talent Partnerships
Two or more organizations working together across sectors – industry, nonprofit, and government – to achieve mutually beneficial outcomes.
How can a company help come back biased?
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
Performance self-assessments (black and white people)
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.
Gender Pay Gap (GPG)
- sectoral gender differences
Woman –> heathcare –> paid lower
Men –> finance –> paid higher
Occupational gender segregation (glass ceiling effect)
What does diversity training focus on?
- Compliance with legal mandates
- Social justice
- Inclusion
Designing Bias-Free Organizations
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
Climate culture
“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
Organizational Culture
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.
Diversity Climate
“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 !!!!
Antecedents to Diversity Climate
What predict the diversity climate?
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.) !!
Explanatory mechanics
How do this work together
- Psychological empowerment, attachment, organizational identification, organization commitment
- Identify affirmation (a feeling that their identities were accepted and being seen)
- Organizational identification and, phycological capital (individuals’ positive phycological resources and capabilities
Versus inclusion
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?)
Pshychological safety
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
Video - Pshychological safety
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)
A matter of psychological safety: Commitment mental health in Turkish immigrant Employees in Germany
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.
Cultural minorities often face ethnic discrimination in recruitment processes
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
Cultural minorities often face ethnic discrimination in recruitment processes
What to do?
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)
Social and political polarization
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
Social identity
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.
