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equity & diversity > L1: intro > Flashcards

L1: intro Flashcards

1
Q

define diversity

A

differences betwween individuals on any attribute that may lead to the perception that another person is different from the self

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2
Q

at what levels can diversity be studied?

A
  • micro: interindividual level
  • meso: group level (between groups and teams)
  • macro: organizational level and how that impacts individuals and groups
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3
Q

why is diversity important? business reasons

A
  • its a changing & globalizing world -> more contact & business opportunities w other cultures
  • new markets & customer groups -> diversity offers access/customer reflected in company
  • changing content of work requires more perspective -> diversity makes us smarter
  • labor forces within countries diversify -> optimal utilization of the talent pool if u understand diversity
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4
Q

why is diversity important? moral reason

A

DIVERSITY IS RIGHT THING TO DO FOR SAKE OF PROGRESS & GIVING OPPORTUNITIES TO ALL GROUPS

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5
Q

define inclusion

A

degree to which an employee perceives that (they are) an esteemed member of the work group through experiencing treatment that satisfies (their) needs for belongingness and uniqueness

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6
Q

What is the difference between diversity and inclusion in an organization?

A

Diversity = differences among people, like demographic and non-visible traits, while inclusion = creating a work environment where these differences are valued and individuals feel integrated and encouraged to participate fully

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7
Q

how did the civil rights movements influence diversity efforts in the workplace?

A

they led to the development of Equal Employment Opportunity (EEO) and Affirmative Action (AA) policies, focused on increasing representation of women & minorities

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8
Q

Why did diversity efforts evolve from representation to inclusion?

A

became clear that hiring diverse employees alone was insufficient; organizations also needed to foster environments where these individuals felt accepted and valued

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9
Q

what is representational diversity?

A

bringing into the work organization those who were different than current employees in important ways

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10
Q

define diversity management

A

planned & systematic programs & procedures designed to:
- improve interaction among diverse ppl
- make this diversity a source of innovation & increased effectiveness rather than miscommunication, conflict, or obstacles to employees’ performance, satisfaction, and advancement

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11
Q

what are dimensions of diversity?

A

surface level (gender, raceethnicity, age, some forms of sexual orientation, some forms of diability)
INTERRELATED
deep level (preferences, personality, values, some forms of sexual orientation, some forms of disability, SES)

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12
Q

what is the narrow vs broad definition of diversity?

A

narrow based on: race, ethnicity, sex, gender, sexual orientation, age, physical ability etc
broad includes: everything! including values, personality, educational background etc

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13
Q

What does an organization need to implement effective diversity management?

A

requires
- commitment from leadership
- continuous evaluation of practices
- organizational culture promoting equitable participation and growth for diverse employees

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14
Q

What challenges might organizations face in creating an inclusive environment?

A
  • overcoming biases in hiring
  • providing effective training
  • ensuring equitable career development & participation for all employees
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15
Q

what are the pros of narrow definition of diversity?

A
  • usually basis for discrimination
  • visible & often unchangeable differences, which often leads to bias (surface diversity)
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16
Q

what are protected categories?

A

membership in these group sentitles on to legal protection against illegal discrimination

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17
Q

what are the cons of narrow definition of diversity?

A
  • reduced support by “other groups’ basically it marginalized underrepresented groups
  • construct confusion w stigmatized policies like affirmative action
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18
Q

what are the pros of broad definition of diversity?

A
  • diversity is context dependent so this definiton is more applicable
  • can increase support for diversity initative (as everyone is diverse)
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19
Q

what are the cons of broad definition of diversity

A
  • it suggests that all differences should earn as much support and resources
  • can perpetuate inequitable social hierarchies (companies enact diversity using broad definition, by for example just hiring people that use different methods when researching)
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20
Q

what is an inclusive organization?

A

members of all groups are treated fairly, feel included and actually are included, have equal opportunities and are represented at all organizational levels and functions

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21
Q

how do diversity management strategies in India and China compare to those in the Western world and why?

A

the west:
- def of diversity is broader
- value in the individual, less hierarchical
- queer rights are recognized & protected
- childcare is professionalized
china & india
- def of diversity is narrower
- value in the collective, more hierarchical
- queer rights are not recognized or protected
- chilcare is often taken care of by fam

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22
Q

what are the differences & similairites in diversity management in China vs India

A

china
- most managers havent heard about diversity management
- no specific organizational diversity practices
- diversity managemetn efforts, but some insensitivie views towards diversity
india
- managers more familiar w diversity management & diversity issues
- no specific organizational diversity practices
- diversity managemetn efforts but more proactive and business oriented view of diversity
both
- in multinational companies, policy from HQ is not locally implemented
- incentives such as those focusing on work-life balance (e.g. flexible working) preferered on an ad hoc basis and not institutionalized

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23
Q

what is identity?

A

traits and characteristics, social relations, roles, and social group memberships that define who a person is

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24
Q

what is social identity?

A

that part of an individuals self concept which derives from his knowledge of his membership in a social group (or groups) together w the value and emotional significance attached to that membership

25
Q

what is (negative) bias?

A

negative attitude toward a specific group and its members

26
Q

what are the 3 types of bias?

A
  • cognitive: stereotypes
  • affective: prejudice
  • behavioural: discrimination
27
Q

What are stereotypes?

A
  • generalization about a group of ppl in which identical traits belong to all group members
  • can be positive or negative
  • ex “some groups are lazy”
28
Q

what is prejudice?

A

an attitude towards a distinguishable group of ppl, based solely on group membership
can be positive or negative
“i dont like them”

29
Q

what is discrimination?

A

Unjustified, negative, or harmful action toward a person
because being member of a group
“Some groups should not be leaders.”

30
Q

are we always aware of our biases?

A

no they can be explicit or implicit
explicit; conscious awareness of bias, one can report how they feel towards a group if asked
implicit: introspecificty unidetinfied, implicit association test (IAT)

31
Q

what is institutional bias?

A

discriminatory practices that occur at the instituional level of analysis, operating on mechanisms that go beyond individual-level prejudice and discrimination

32
Q

what is ambivalent sexism?

A

the subjectively positive feelings towards women that often go hand in hand w sexist antipathy
any bias can be ambivalent!
hostile component: belief that men are more competent & women manipulative & inferiror
benevolent component: sexist attitudes towards women that make them see women in stereotypical way that are subjectively positive in feeling tone (for perceiever) and & elicit prosocial behaviour

33
Q

what is ambivalent racism?

A

Hostile component: Anti minority sentiment
(“minorities are lazy and incompetent”).
* Benevolent component: Pro-minority component
characterized by paternalism (“minorities need to be
saved” / minorities have “harmless” virtues such as
being athletic or having a sense of rhythm).

34
Q

what is stigma?

A

an attribute that is deeply discrediting and that reduces the bearer from a whole and usual person to a tainted, discounted one
Consists of (1) a distinguishing characteristic or “mark” and (2) a
consequent devaluation of the person

35
Q

what is blatant dehumanization,

A

stimulus used in bias/stigma studies to see how human ppl perceived certain groups
- legitimized aggression & violence
- facilitates discrimination, bullying, and harassment
- undemrines the groups needs
- seen in war, in men vs women, against trans ppl etc

36
Q

what are some examples of stereotypes?

A
  • race can be gendered: black ppl associated w masculinity, asian ppl associated w femininity
  • gneder: agency vs communality / masculinity vs femininity
37
Q

what are descriptive stereotypes?

A

attributions about how groups are
“women are emotional”

38
Q

what are prescriptive stereotypes?

A

attributions about how grousp should be
“women should be nurturing”

39
Q

what are proscriptive stereotypes?

A

attribtuions about how groups should not be
“women should not be dominant”

40
Q

what is stereotype threat?

A

situational threat that can affect the members of any group about whom a negative stereotype exists (ex: saying a test is an intelligence test before a test makes groups who are stereotyped as being unintelligent score worse)

41
Q

what are the consequences of stereotypes?

A
  • meta stereotypes
  • steroetype threat
  • stereotype boost
  • stereotype lift
42
Q

what is a stereotype boost?

A

so if one identity is more salient than another, your performance is influenced by that identity’s stereotypes
“asian ppl are good at math”, “women are bad at math”
gender identity would insinuate worse performance, ethnic idenitiy would insinuiate better performance

43
Q

what is stereotype lift?

A
  • reminding “dominant” group of the negatively valenced stereotype of another group can help lift their performance
  • in an inteliggence test, hearing that other groups perform worse can make one perform better
44
Q

how are (meta-)stereotypes, prejudice, and discrimination related to one another?

A

stereotypes -> prejudice -> discrimination

45
Q

what are metastereotypes?

A

awareness of what we think other ppl think about our groups / the stereotypes others hold about our group can impact our own behaviour

46
Q

Can positive stereotypes have negative effects in the workplace?

A

Yes, positive stereotypes can create unrealistic expectations or pigeonhole individuals, limiting their opportunities and potential roles.

47
Q

How does prejudice typically develop according to social psychology?

A

arises from “ingroup-outgroup” dynamics, where people favor members of their own group and may view others with suspicion or negativity.

48
Q

What are examples of direct and indirect discrimination in organizations?

A

Direct discrimination includes not hiring someone based on race, while indirect discrimination includes policies that disproportionately disadvantage certain groups.

49
Q

Can discrimination occur without explicit prejudice?

A

Yes, discrimination can occur through unconscious bias or systemic biases in policies, even if an individual does not consciously hold prejudiced views.

50
Q

Why is addressing only one of the “Big Three” concepts insufficient in D&I efforts?

A

Focusing on only stereotypes, prejudice, or discrimination may not address how they interact; a comprehensive approach is needed to reduce all three effectively.

51
Q

What is one strategy to reduce bias in the workplace?

A

Bias training and awareness programs can help employees recognize and counteract their own biases, including unconscious biases.

52
Q

How does intergroup contact help reduce prejudice?

A

Positive interactions between different groups foster empathy and understanding, helping reduce prejudice as individuals work together toward common goals.

53
Q

What is “blind” recruitment, and how does it aid in reducing discrimination?

A

removes identifying information from resumes, helping reduce biases in hiring by focusing on qualifications rather than personal attributes

54
Q

Why is focusing on behavioral change important for diversity and inclusion?

A

can help establish inclusive habits, leading to a culture shift where inclusive attitudes are adopted over time.

55
Q

what are 4 strategies to reduce discriminatory behaviour?

A
  • blinding (like anaonymous evaluations)
  • perspective taking
  • counterstereotypic exposure
56
Q

Which of these aspects of diversity fall under the deep level dimension:
a. gender
b. age
c. values
d. preferences

A

c & d

57
Q

Which of the following is NOT a recommendation to limit the impact of stereotype threat?
a) Presence of successful role models from other, not stereotyped groups.
b) Providing the instructions to think self-affirming thoughts about one’s abilities.
c) Persuading individuals that the test is not stereotype relevant.

A

a

58
Q

Imagine Mary thinks older people are “decaying” and “vulnerable”. Consequently, when Mary meets older people, she goes out of her way to explain things to them even when they do not ask for it, she speaks
extremely slowly and loudly, and has a patronizing tone towards older ppl. This is an example of….
a) Prejudice leading to stereotypes.
b) Prejudice leading to discrimination.
c) Discrimination leading to stereotypes.
d) Stereotypes leading to discrimination.

A

d

equity & diversity (13 decks)

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