INTERSECTIONAL POLITICAL CONSCIOUSNESS: APPRECIATION FOR INTRAGROUP DIFFERENCES AND SOLIDARITY IN DIVERSE GROUPS

This article introduces an intersectional approach to political consciousness and presents data to demonstrate its importance for predicting solidarity in diverse social change organizations. Women activists ( N = 174) completed measures of political consciousness, diversity, and solidarity. As expected, women differed in the degree to which their political consciousness reflected intersectionality (sensitivity to intragroup differences arising from intersections of social identities, such as ethnicity with gender) and singularity (focus on intragroup similarities arising from a shared social identity, such as gender). Although high group diversity related to lower solidarity, the content of political consciousness moderated the negative association of diversity to solidarity. High diversity had a negative association with solidarity only when political consciousness reflected a high degree of singularity and a low degree of intersectionality. These findings challenge the common assumption that diversity undermines a group's ability to work together and suggest that, when appreciation of difference is an important aspect of an individual's identity, solidarity with a social change organization may be greater when group diversity is high rather than low.     

Diversity and Community Can Coexist

We examine the (in)compatibility of diversity and sense of community by means of agent‐based models based on the well‐known Schelling model of residential segregation and Axelrod model of cultural dissemination. We find that diversity and highly clustered social networks, on the assumptions of social tie formation based on spatial proximity and homophily, are incompatible when agent features are immutable, and this holds even for multiple independent features. We include both mutable and immutable features into a model that integrates Schelling and Axelrod models, and we find that even for multiple independent features, diversity and highly clustered social networks can be incompatible on the assumptions of social tie formation based on spatial proximity and homophily. However, this incompatibility breaks down when cultural diversity can be sufficiently large, at which point diversity and clustering need not be negatively correlated. This implies that segregation based on immutable characteristics such as race can possibly be overcome by sufficient similarity on mutable characteristics based on culture, which are subject to a process of social influence, provided a sufficiently large “scope of cultural possibilities” exists.     

Emotion Regulation in Workgroups: The Roles of Demographic Diversity and Relational Work Context

Drawing on the social identity perspective, we investigate the cross‐level relationship between demographic diversity in workgroups and emotion regulation. We propose that age, racial, and gender diversity in workgroups relate positively to emotion regulation because of demography‐related in‐group/out‐group dynamics. We also examine the moderating role of the relational work context, specifically task interdependence and social interaction, on the relationship between demographic diversity and emotion regulation. Results from a sample of 2,072 employees in 274 workgroups indicate that working in a group with greater age diversity is positively related to an employee's emotion regulation. Results suggest the operation of the age diversity effect can be attributed primarily to younger employees when they are in workgroups with older coworkers. Results reveal asymmetric effects for racial diversity such that racial out‐group members engage in higher levels of emotion regulation than racial in‐group members when racial diversity is low, whereas racial in‐group members engage in higher levels of emotion regulation than racial out‐group members when racial diversity is high. Race effects also suggest a moderating effect of social interaction; specifically, social interaction weakens the relationship between racial diversity and emotion regulation. Gender effects are not significant.     

Diversity training: Putting theory into practice

Diversity training initiatives are an increasingly large part of many organizations' diversity management portfolio. Little is known, however, about the effectiveness of such initiatives. In this article, we demonstrate how increased adherence to the principles of established social psychological theory can guide and make more coherent the development of diversity initiatives. Likewise, outcomes of diversity training can inform and make more practical social psychological theory and research. In short, both diversity trainers and academics would benefit from greater dialogue, as well as grappling with the tensions that naturally arise when theory and practice collide.     

Working harder with the out-group: The impact of social category diversity on motivation gains

This paper examines the influence that social category diversity (i.e., working with an in-group or out-group member) has on individual levels of motivation. The results of two experiments provide evidence that individuals increase their effort more when being outperformed by an out-group instead of an in-group member (Experiment 1), but only when the potential for social comparison is present (Experiment 2). We discuss the implications of this research for understanding how and why social category diversity may impact individual levels of motivation.     

The double‐edged sword of diversity: Toward a dual pathway model

Williams and O'Reilly (1998) published a seminal review of diversity research that has become a classic resource for researchers and practitioners alike. In the current review, we update the theoretical record by discussing traditional views of, as well as recent developments to, the 3 prominent frameworks used to understand diversity: social categorization, similarity‐attraction, and information and decision‐making. Furthermore, we propose a dual pathway model of diversity's effects that integrates all 3 frameworks. In our model, both positive and detrimental effects of diversity stem from processes of social categorization. Whereas these processes disrupt group functioning when intergroup bias is activated, when bias is not activated, we propose that social categorization and reduced attraction to dissimilar others will allow individuals in diverse rather than homogeneous groups to focus more on the task, anticipate differences in task‐relevant opinions and perspectives, and engage in more effortful information processing. Finding the balance is key.     

Diversity is what you want it to be: how social-dominance motives affect construals of diversity

We propose that diversity is a malleable concept capable of being used either to attenuate or to enhance racial inequality. The research reported here suggests that when people are exposed to ambiguous information concerning an organization's diversity, they construe diversity in a manner consistent with their social-dominance motives. Specifically, anti-egalitarian individuals broaden their construal of diversity to include nonracial (i.e., occupational) heterogeneity when an organization's racial heterogeneity is low. By contrast, egalitarian individuals broaden their construal of diversity to include nonracial heterogeneity when an organization's racial heterogeneity is high. The inclusion of occupational heterogeneity in perceptions of diversity allows people across the spectrum of social-dominance orientation to justify their support for or opposition to hierarchy-attenuating affirmative-action policies. Our findings suggest that diversity may not have a fixed meaning and that, without a specific delineation of what the concept means in particular contexts, people may construe diversity in a manner consistent with their social motivations.     

Situating Moral Justification: Rethinking the Mission of Moral Epistemology

This is the first of two companion articles drawn from a larger project, provisionally entitled Undisciplining Moral Epistemology. The overall goal is to understand how moral claims may be rationally justified in a world characterized by cultural diversity and social inequality. To show why a new approach to moral justification is needed, it is argued that several currently influential philosophical accounts of moral justification lend themselves to rationalizing the moral claims of those with more social power. The present article explains how discourse ethics is flawed just in this way. The article begins by identifying several conditions of adequacy for assessing reasoning practices designed to achieve moral justification and shows that, when used in contexts of cultural diversity and social inequality, discourse ethics fails these conditions. It goes on to argue that the failure of discourse ethics is rooted in its reliance on a broader conception of moral epistemology that is invidiously idealized. It concludes by pointing to the need to rethink both the mission and the method of moral epistemology.     

Cognitive adaptation to the experience of social and cultural diversity

Diversity is a defining characteristic of modern society, yet there remains considerable debate over the benefits that it brings. The authors argue that positive psychological and behavioral outcomes will be observed only when social and cultural diversity is experienced in a way that challenges stereotypical expectations and that when this precondition is met, the experience has cognitive consequences that resonate across multiple domains. A model, rooted in social categorization theory and research, outlines the preconditions and processes through which people cognitively adapt to the experience of social and cultural diversity and the resulting cross-domain benefits that this brings. Evidence is drawn from a range of literatures to support this model, including work on biculturalism, minority influence, cognitive development, stereotype threat, work group productivity, creativity, and political ideology. The authors bring together a range of differing diversity experiences and explicitly draw parallels between programs of research that have focused on both perceiving others who are multicultural and being multicultural oneself. The findings from this integrative review suggest that experiencing diversity that challenges expectations may not only encourage greater tolerance but also have benefits beyond intergroup relations to varied aspects of psychological functioning.     

The building blocks of shared leadership: The interactive effects of diversity types,team climate,and time

Despite the wealth of empirical studies and recent meta-analyses demonstrating the positive performance effects of shared leadership, knowledge regarding antecedents is limited. We draw upon a collective approach to leadership identity construction theory and team diversity in order to understand the member attributes that impact leadership sharing. We suggest that both informational/functional and social categorization diversity types are important dimensions when considering shared leadership antecedents. First, we suggest functional diversity will result in higher levels of shared leadership but will only be realized when teams elicit a cooperative climate. Second, we suggest that gender diversity, a salient social category, will have a negative impact on shared leadership, particularly in a low cooperative climate. We further hypothesize these effects will change over time as the positive effects of functional diversity strengthen and the negative effects of gender differences weaken. We test our hypotheses, including the impact on team performance, in a time-lagged sample of 267 undergraduate students in 73 teams competing in a complex business simulation and a constructive replication with 142 MBA students in 41 teams. Theoretical and practical implications are discussed.     

The Diversity–Segregation Conundrum

There is a long literature extolling the virtues of diversity for both the civility and economic performance of nations and cities. On the most basic level, diversity helps nations and cities attract the wide range of creative talent that drives innovation and economic growth. Yet similarly, there is a large amount of literature on the sorting and segregation of different types of people into distinct communities. This in turn undermines the very mixing of people and groups required for economic prosperity to flourish. This essay looks at the conundrum between diversity and segregation. It argues that both are increasingly salient, interdependent, and interconnected features of large, advanced cities or metropolitan areas. This diversity–segregation conundrum is increasingly a core feature of our social and economic landscape. It reviews several recent studies that highlight this problem, as well as some of my own very recent empirical findings on the issue.     

The Resilient Organisation: A Meta-Analysis of the Effect of Communication on Team Diversity and Team Performance

The Input-Process-Output framework is adopted to examine the impact of diversity attributes (the input) on communication (the process) and their influence on performance (the output), to understand the internal group/team working mechanisms of organisational resilience. A meta-analysis of 174 correlations from 35 empirical studies undertaken over 35 years (1982–2017) showed that members of a team who have different experiences are more likely to share information and communicate openly when they deal with a task that requires collaboration outside the team. This supports the view that organisations are more resilient by being more closely connected with the external environment. Differences in social categories tend to favour openness of communication, especially in the case of age diversity and race/ethnicity diversity. An increase in openness of communication is likely to enhance team performance, particularly for small and medium-sized teams operating in manufacturing industries, while frequency of communication can be beneficial for both large and medium-sized teams working in the high technology industry. The positive workings of these associations form the resilient organisation.     

The (In)compatibility of Diversity and Sense of Community

Community psychologists are interested in creating contexts that promote both respect for diversity and sense of community. However, recent theoretical and empirical work has uncovered a community-diversity dialectic wherein the contextual conditions that foster respect for diversity often run in opposition to those that foster sense of community. More specifically, within neighborhoods, residential integration provides opportunities for intergroup contact that are necessary to promote respect for diversity but may prevent the formation of dense interpersonal networks that are necessary to promote sense of community. Using agent-based modeling to simulate neighborhoods and neighborhood social network formation, we explore whether the community-diversity dialectic emerges from two principles of relationship formation: homophily and proximity. The model suggests that when people form relationships with similar and nearby others, the contexts that offer opportunities to develop a respect for diversity are different from the contexts that foster a sense of community. Based on these results, we conclude with a discussion of whether it is possible to create neighborhoods that simultaneously foster respect for diversity and sense of community.     

Differentiating Diversities: Moral Diversity Is Not Like Other Kinds1

Diversity is widely celebrated in American society. But from a social psychological point of view, diversity ought to cause a number of problems, such as divisiveness and conflict. A resolution of this paradox is proposed: There are several kinds of diversity, with different profiles of costs and benefits. In particular, moral diversity is identified as being problematic and even self‐contradictory. Three studies of attitudes and desires for interaction among college students confirmed that moral diversity reduces desires for interaction more than does demographic diversity, and that both kinds of diversity are valued more in a classroom than in other social settings. These findings have important implications for discussions of diversity, multiculturalism, affirmative action, identity politics, and immigration policy.     

The Challenges of Multiculturalism

Although the term multiculturalism is often understood on the public level as an ideology or as a social programme (to be ‘for’ or ‘against’), I argue in this paper that the term should also be understood to refer to the complex range of issues associated with cultural and religious diversity in society, and the social management of the challenges and opportunities such diversity offers. Understood in this sense, multiculturalism is not an optional extra, it is not something that a society can choose to have or avoid. For any country without closed borders then multiculturalism is a fact of today—it is present within the society. What is important are the social and political responses to the cultural and religious diversity that results from transnational flows and settlement of people. This introduction to the collection of papers highlights the need to understand multiculturalism as a process which is always contextual, and the role that state management of difference in the successful development of diversity plays.     

Social Identity Patterns in Culturally Diverse Organizations: The Role of Diversity Climate1

Many of the problems associated with cultural diversity in organizations stem from individuals' tendencies to categorize their social environment into “us” and “them.” We present the results of a field study (N = 1111) showing that diversity climate—an organizational climate characterized by openness toward and appreciation of diversity—may be the key to reducing these problems. The results show that diversity climate is positively related to cultural identity for majority members, and to organizational identity for minority members. In organizations with a strong diversity climate, both majority and minority members identify with the organization and their cultural groups simultaneously, thus displaying a dual identity. Diversity climate is positively related to job‐related outcomes for both groups, but particularly for minority members.     

Age, variability, and speed: between-subjects diversity

Two independent data sets were selected to examine the interrelations among reaction time (RT), between-subject variability or diversity (SD), and age. In both data sets, a strong correlation between RT and SD was obtained. This strong correlation was not affected when age was controlled in a partial correlation analysis. On the other hand, a weaker but significant correlation was obtained between age and SD. This correlation was eliminated when RT was controlled in a partial correlation analysis. Our analyses of the two data sets also indicated that the relation between RT and SD is identical for both young and elderly groups. Thus, the greater diversity often observed in performances of older groups is a direct consequence of slowing, rather than an independent effect of advancing age.     

Sterba on Affirmative Action,or, it Never was the bus,it was Us!

Professor Sterba argues for two interesting and provocative positions regarding affirmative action. First, affirmative action programs are still needed to ensure diversity in educational institutions of higher learning. Secondly, the proponents and opponents of affirmative action are not as far apart as they seem to think. To this end, he proposes a position that would give weight to race as a category for affirmative action that can withstand the challenges of affirmative action opponents while giving the needed support for affirmative action proponents. It is his contention that both sides can support arguments for diversity affirmative action. This paper raises concerns about the ability of arguments for racial diversity to resolve or bring together opponents and proponents of affirmative action. It is argued that the negative social climate, regarding the social and intellectual merits of black Americans, works against the acceptance of affirmative action programs. In sum, it is argued that Professor Sterba’s position continues to put the social onus of changing racial attitudes on blacks with little or no effort on the part of whites other than allowing blacks admittance to formerly segregated educational institutions to interact with white students.     

Inching Toward Inclusiveness: Diversity Climate,Interpersonal Conflict and Well-Being in Women Nurses

Interpersonal conflict is a type of mistreatment acknowledged to be a serious problem in the United States workplace, particularly for women. This interpersonal conflict is related to negative outcomes in women, as well as the exclusion of women in the workplace, which highlights the importance of investigating ways to reduce this conflict. There is reason to believe that features of the social work environment may impact the prevalence of interpersonal conflict targeted at women. In particular, the extent to which a workplace includes social norms prohibiting mistreatment based on differences—a diversity climate—should be associated with lower levels of interpersonal conflict for women. As such, the goal of the current study was to examine the impact of diversity climate on the experience of interpersonal conflict in women. Additionally, well-being outcomes—burnout and engagement—were assessed as part of a model of diversity climate, interpersonal conflict, and outcomes. In a sample of 172 White women nurses from the northwestern U.S., three sources of conflict (physicians, manager and coworker) were found to relate negatively with diversity climate perceptions. Diversity climate perceptions were also associated with higher work engagement, and indirectly related to both engagement and burnout through conflict. The findings indicate that cultivating a diversity climate might be an important strategy to reduce interpersonal conflict experienced by women in the workplace.     

From equality and inclusion to cultural pluralism – Evolution and effects of cultural diversity perspectives in schools*

Schools are a major context for academic and socio-emotional development, but also an important acculturative context. This is notably the case in adolescence, which is a critical period for the development of a social and ethnic identity, as well as moral reasoning and intergroup attitudes. How schools approach cultural diversity issues is therefore likely to affect these developmental and acculturative processes and adaptation outcomes. In the present article, the manifestation and effects of the most prominent approaches to cultural diversity, namely those guided by a perspective of equality and inclusion, and those guided by a perspective of cultural pluralism, are reviewed and compared in the context of multi-ethnic schools. The aim is to explore when and how the potential of cultural diversity can best flourish, enhancing the academic and socio-emotional development of culturally diverse students.