Diversity-Based Reasoning in Children

One of the hallmarks of inductive reasoning by adults is the diversity effect, namely that people draw stronger inferences from a diverse set of evidence than from a more homogenous set of evidence. However, past developmental work has not found consistent diversity effects with children age 9 and younger. We report robust sensitivity to diversity in children as young as 5, using everyday stimuli such as pictures of objects with people. Experiment 1 showed the basic diversity effect in 5- to 9-year-olds. Experiment 2 showed that, like adults, children restrict their use of diversity information when making inferences about remote categories. Experiment 3 used other stimulus sets to overcome an alternate explanation in terms of sample size rather than diversity effects. Finally, Experiment 4 showed that children more readily draw on diversity when reasoning about objects and their relations with people than when reasoning about objects' internal, hidden properties, thus partially explaining the negative findings of previous work. Relations to cross-cultural work and models of induction are discussed.     

Predicting employee attitudes to workplace diversity from personality,values, and cognitive ability

The current study assessed the predictive validity of broad and narrow measures of personality, values, and cognitive ability on employee attitudes to workplace diversity. Australian working adults (N = 731; 66% female; mean age = 43, SD = 12) completed the 200-item HEXACO Personality Inventory, Schwartz's Portrait Values Questionnaire, ACER measures of numeric, verbal, and abstract reasoning ability, the Attitudes Toward Diversity Scale, and four scales measuring prejudice towards female workers, ethnic workers, older workers, and workers with a disability. Results showed that Honesty–Humility, Extraversion, Openness, and cognitive ability (especially verbal) predicted more positive attitudes to workplace diversity. Valuing power, security, and tradition more, and valuing universalism less was associated with more negative attitudes to workplace diversity.     

Ecofeminism: What One Needs to Know

Ecofeminism refers to feminist theory and activism informed by ecology. Ecofeminism is concerned with connections between the domination of women and the domination of nature. Although ecofeminism is a diverse movement, ecofeminist theorists share the presuppositions that social transformation is necessary for ecological survival, that intellectual transformation of dominant modes of thought must accompany social transformation, that nature teaches nondualistic and nonhierarchial systems of relation that are models for social transformation of values, and that human and cultural diversity are values in social transformation. Ecofeminist theology, ethics, and religious perspectives are particularly concerned with the integration of science and religion. Examples of religious or spiritual ecofeminisms are North American Christian ecofeminism, North American womanist Christian theology, neopagan Wiccan ecofeminism, Native American ecofeminism, and Third World ecofeminism.     

Teaming up with temps: the impact of temporary workers on team social networks and effectiveness

Temporary workers offer immediate benefits to the bottom line; yet, it is unclear how incorporating temporary workers into teams affects how they function. We apply social identity theory to propose that temporary workers significantly reduce individual- and team-level networks and team effectiveness but that commitment to the leader and intergroup competition can help temporary and permanent employees work together more effectively. Using a sample of employees nested in teams (Study 1, n = 312), we found that status differences affected member interactions resulting in sparser advice and friendship networks for temporary workers compared to their permanent counterparts. At the team level (Study 2, n = 58), these team member differences or contract diversity impacted team functioning through advice networks, such that, teams with greater contract diversity had sparser networks and were less effective. Further, commitment to the leader was found to moderate the negative impact of contract diversity on advice and friendship network density. With the increasing use of temporary worker and the prevalent use of teams, these findings have broader implications for HR functions and present possible avenues to mitigate the negative consequences of temporary workers.     

Blurring boundaries and advancing interreligious understanding by engaging textual ‘others’ in a women’s interfaith book group

This article casts analytical light on how Jewish, Christian and Muslim women develop understanding of religious identities by engaging with multidimensional textual ‘others’ in the Daughters of Abraham interfaith book groups. It focuses on a group discussion of a rabbi’s memoir about her religious journey. Drawing on ethnographic material and Talal Asad’s analysis of the relationship between text and reader, I examine how narratives outside primary religious texts influence ideas about Jewish, Christian and Muslim identities. I argue that the Daughters members’ appropriation of literary voices advances their engagement with religious diversity by developing understanding of religious self and others. Moreover, members’ navigation of inter- and intra-religious relations during discussions of texts blur boundaries for inclusion into this interfaith encounter. This examination raises questions about issues of identity, power dynamics and interfaith relations. Importantly, it provides novel insight into the understudied areas of women’s interreligious encounter and shared reading practices.     

Using Relational-cultural Theory to Negotiate Relational Rebuilding in Survivors of Intimate Partner Violence

In this article, the authors describe the application of relational-cultural theory (RCT) for survivors of intimate partner violence (IPV). RCT’s philosophical foundation and core processes work effectively within the context of the counseling session. Through the RCT lens, the authors examine how the theory’s approaches can be utilized for relational rebuilding. Finally, RCT strategies are included for working with women who have experienced shame and relational disconnections as the result of IPV.     

Prepubertal social gender transitions: What we know; what we can learn—A view from a gender affirmative lens

ABSTRACT

?Background: This article provides a review and commentary on social transition of gender-expansive prepubertal youth, analyzing risks, and benefits based on a synthesis of research and clinical observation, highlighting controversies, and setting forth recommendations, including the importance of continued clinical research.

Methods: This article involved: (1) a review and critique of the WPATH Standards of Care 7th edition guidelines on social transition; (2) a review and synthesis of empirical research on social transition in prepubertal children; (3) a discussion of clinical practice observations; (4) a discussion of continuing controversies and complexities involving early social transition; (5) a discussion of risks and benefits of social transition; and (6) conclusions and recommendations based upon the above.

Results: Results suggest that at this point research is limited and that some of the earliest research on young gender-expansive youth is methodologically questionable and has not been replicated. Newer research suggests that socially transitioned prepubertal children are often well adjusted, a finding consistent with clinical practice observations. Analysis of both emerging research and clinical reports reveal evidence of a stable transgender identity surfacing in early childhood.

Discussion: The authors make recommendations to support social transitions in prepubertal gender-expansive children, when appropriate, as a facilitator of gender health, defined as a child's opportunity to live in the gender that feels most authentic, acknowledging that there are limitations to our knowledge, and ongoing research is essential.     

Police responses to diversity: A social representational study of rural British policing in a changing representational context

In the first decade of the 21st century, British policing faced two new challenges in how it responded to social diversity: As well as instituting reforms in response to a highly publicized report describing the British police as ‘institutionally racist’ (Macpherson, 1999 ), they faced challenges associated with rapid increases in numbers of immigrants into the UK. Studying social representations at such times of change allows access into processes, themes and value systems that may otherwise remain hidden. This paper uses social representations theory to explore interview accounts provided by regular police officers of interactions with members of minority groups. Empirically, we focus on an area of diversity policing that has received relatively little previous attention: Police work in a rural context that has recently played host to large numbers of migrant workers. Our analysis shows that interviews operate as a site of resistance in which respondents attempt to rework hegemonic representations of the police as prejudiced and to re‐present themselves and their work as able to respond appropriately to diversity. Fairness as a defining characteristic of good police practice is a central representational theme that links identity construction processes to police work with minority groups. Recent immigrant groups are represented as both needing and deserving help to assimilate into British culture: Their lack of acculturation and language difficulties provide additional challenges to police work and to how this is judged as ‘fair’. We discuss the broader origins and implications of police officers' understandings of fairness and the use of social representations theory to study representational fields within organizational settings. Copyright © 2010 John Wiley & Sons, Ltd.     

Propension à discriminer à l’égard du genre et dominance sociale

This work aims to study the propensity to discriminate (PTD) (Dovidio & Helb, 2005 ; Tisserant, Wagner & Barth, 2010) against gender and other salient criteria in the working place, such as ethnic origin and religious background. More precisely, we investigated the link between PTD and the social dominance orientation (Sidanius & Pratto, 1999). 119 counsellors from French employment services answered a questionnaire dealing on concepts and attitudes towards social groups. Results show that social dominance, as a system of belief justifying social inequalities, generally predict the PTD of individuals, whatever the criterion of discrimination considered. The sex of counsellors can be considered as a moderating variable since females are less likely to accept inequalities than males do. We discuss the need for work and organizational psychologists to invest, alongside the managers, this field of research on equality, non-discrimination and diversity (ENDD).     

Justification and legitimacy in global civil society

As some thinkers have sought in the concept of global civil society an ethically driven site of deliberation and even resistance, so others have criticized global civil society for its lack of legitimacy and representativeness. This article attempts to answer these criticisms – at least in part – by invoking a moral commitment to the value of justification. I argue that the idea of justification, when examined, offers us a particular understanding of legitimacy which would be attainable for global civil society actors. The article begins by setting out the case for concern about the legitimacy of global civil society. I then outline a certain understanding of justification, showing how a commitment to this conception provides both a response to critics of global civil society and an ethical baseline for humane actors within global civil society. I move on to trace the significance of the moral relevance of justification for actors' strategies. Lastly, however, I highlight the difficulty of justification in a diverse world. This is to say that the issues of legitimacy and strategy facing global civil society are only made more tractable, not dissolved, by an appeal to the importance of justification.