Topic 2: Frameworks & Theories in Diversity

Acknowledgement I acknowledge the Wurundjery people of the Kulin Nations as the tradition owners of the land on which RMIT University stands, and I respectfully recognise Elders past and present.

Overview Review major diversity theories and how they may explain diversity, inclusion and equality in society/workplace Social categorisation theory Social identity theory Similarity attraction theory Modern racism and sexism theories Social dominance theory Status construction theory

Women and minority evaluate white male managers more favourably than other groups The benefits of diversity varies according to industry 2016 Census from ABS: Our demographic is changing rapidly and becoming more diverse

“All That We Share” https://www.youtube.com/watch?v=jD8tjhVO1Tc What does the video suggest in regard to diversity, similarities, and differences?

Definition of Bias & Stereotypes Tendencies, inclinations, or feelings that are preconceived Often implicit or subconscious Stereotypes Unjustified overgeneralizations Factual errors, misattributions

Definition of Prejudice & Discrimination Unfair negative attitude towards a group or person Discrimination Treating others in a way that is less than desirable due to their group membership, from the way others are treated

Major Diversity Theories Social Categorization Theory Realistic Group Conflict Theory Social Identity Theory Similarity Attraction and Relational Demography Modern Racism and Modern Sexism Aversive Racism and Symbolic Racism Social Dominance Theory Critical Race Theory Status Construction Theory

Self-categorisation and/or Social Categorisation Theory Social Categorisation – Henry Tajfel Process people use to categorize themselves and others in social groups Grouping is based on demographic characteristics such as age, sex, and race (Tajfel, 1978; Tajfel & Turner, 1986; Turner, 1985, 1987) People group themselves into in or out groups according to surface-level characteristics and, people tend to ascribe positive characteristics to those in our in-group and negative characteristics to those in our out-group. Categorisation can be problematic when it triggers negative stereotypes

Social Categorisation Theory Categorisation can lead to bias, stereotyping, prejudice and discrimination because… Self-concept and self-esteem are derived from group membership People desire to perceive members of their own category as superior and engage in stereotyping, distancing, and disparaging treatment of people in other categories.

Social Identity Theory Identification with group means membership is important to individual’s self-concept, and group’s interests are of concern above and beyond personal self-interest (Brewer, 1991; 1993) People use social identity with certain groups to bolster self-image (Tajfel & Turner, 1986) and associate positive characteristics with in-group members and negative characteristics with out-group members Demographic characteristics like age, sex, and race are readily observable, used to quickly categorise others within social settings (Clement & Schiereck, 1973; Nelson & Klutas, 2000).

Social/self categorisation Social categorisation processes lead to social identity Gives people a set of characteristics that prescribe appropriate social behavior for both them and others. Social identity Is shaped by the individual’s need to reduce uncertainty about their self-concept and how they fit in the world around them and their need to enhance their self-concept.

Organisational Demography Theory Examines the basic characteristics of teams such as tenure, age, gender & race. Explores dyadic relationships (diversity within the supervisor-subordinate pair) People compare their own demographic characteristics with teammates to determine whether they are similar or different – people like to categorise information to make sense of things around them

Similarity Attraction Similarity Attraction Theory At an individual level people are more attracted to others who are similar to themselves (Byrne, 1971). People who are similar in attitudes or personal traits will be attracted to one another Self-verification: people are motivated to verify or maintain their identity, which support the idea why people are attract to similar others

Modern Racism and Modern Sexism Theories Discrimination has become subtle over time: Reason 1 Blatant racism is socially unacceptable. Laws in place that prohibit discrimination in employment or society against various groups. Reason 2 People’s attitudes have changed and become less prejudiced over time as they have been exposed to ideas of promoting inclusion in society over the years.

Modern Racism Theories Deep-seated prejudices still exists but people behave in socially desirable ways because they are aware this behavior is unacceptable Biased behavior exhibited subtly Racial prejudice has become less conscious, more subconscious (Dovidio and Gaertner, 2000) Modern racism makes it difficult to detect racism because it is not visible Policies and practices are needed to prevent invisible forms of discrimination

Aversive Racism Theory Individual has deep-seated prejudice but feels it is wrong to have and express them Without expressing it, these feelings and emotion will lead to prejudiced behaviours

Colour Blind & White Privilege Watch Tim Wise talk on colour blindness and white privilege: https://www.youtube.com/watch?v=V13nqzefyoEhttps://www. youtube.com/watch?v=V13nqzefyoE Today racism is less obvious and subtler than you expect, however, is still prevalent especially as it is built into the systems we live in. What are some of the continued consequences of racial discrimination?

Social Dominance Theory Sidanius and Pratto Societies generate and sustain a tri-morphic system universally observed. Social hierarchies include: The Gender System The Age System The Arbitrary System

1. The Gender System System where men have an unequal amount of political and collective power compared to women

2. The Age System Older people have an unequal amount of political and collective power compared to children.

3. The Arbitrary System Arbitrary system of social values based on: Race Class Religion

Social Dominance Orientation (SDO) Degree to which individuals desire and support a group - based hierarchy and the domination of “inferior” groups by “superior” ones (Sidanius & Pratto, 1999, p. 48) SDO beliefs are an important predictor of discriminatory behavior

High SDO Favor traditional social hierarchies that support their wealth, power, and privilege Believe men are more powerful than women and racial majorities are more powerful than minorities Don’t support policies which provide opportunity for underrepresented minorities (Sidanius, Pratto, & Bobo, 1996) Clear instructions from authority figures required to diminish these discriminatory tendencies

Low SDO People with low SDO tend to favor hierarchies which advocate egalitarianism More likely to support merit over status hierarchies based on social characteristics

Status Construction Theory Cecilia Ridgeway Characterises people into more or less esteemed categories perpetuating inequalities Attached to salient characteristics: sex or race Shared status beliefs can spread across social groups as people interact.

Status Construction Theory (Cont’d) Self-fulfilling prophecy High status groups are positively perceived through a filter Thought to be more competent and capable which lead to more support and access to more opportunities Assumed they know more, evaluations are generally positive. Levels of resources possessed create distinctions High status groups are more resource rich (e.g., attend better schools or universities) than low status counterparts Subconscious associations of group’s capability attributed to resources owned

Contemporary Challenges for Organisations Evaluation of impact from diversity strategies and practices: How do we measure the impact of diversity? Bridging theory and practice Globalisation Workplace Diversity Employment relationships Do theories and practices work in all contexts (groups, organisations and countries)? -

Reflective Activity: Being a Minority Think of a situation where you are a minority (e.g., the only woman/man in a social event) and join a group to discuss the following: How did feel about this minority identity at the time? How did being a minority influence your interaction with others? How did people react to your identity (e.g., stereotyping)?

Conclusion Theories explain phenomena in society/workplace Theories outlined in the lecture explain how and why prejudice and discrimination within and between groups in society/workplace gaps in performance and career opportunities in organisations why prejudice, discrimination and unequality persist in the workplace/society

Thank you & any questions?