Questions
Maged
Lecture17HRM3014.pptHRM 3014: Contemporary Issues in Managing a Workforce
Lecture 17:
Dealing with Resistance to Diversity
Learning objectives for today:
- To explore various manifestations of resistance to diversity
- To explain why this phenomenon occurs
- To identify some ways of reducing diversity resistance
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What is resistance to diversity?
“a range of practices and behaviours within and by organisations that interfere, intentionally or unintentionally, with the use of diversity as an opportunity for learning and effectiveness” (Thomas & Plaut, 2008, p. 5)
- First-order vs. second-order diversity conflict (Friedman & Davidson, 2001)
- i.e., resistance to diversity itself vs. resistance to diversity initiatives
Diversity resistance in the news
Subway closes in France after offering Valentine’s Day special to heterosexual couples only
- A French branch of the sandwich chain Subway has been forced to close after advertising a meal deal for ‘couples’ on Valentine’s Day, defined as “H/F” (men and women) only.
- The poster added: “Discrimination (?) No, the marriage for all law has advanced, but has yet to be ratified by the Senate. Until then, I'll use my freedom of expression.”
http://www.dailymail.co.uk/news/article-2280123/Subway-franchise-closes-France-outcry-Valentines-Day-special-offered-heterosexual-couples-only.html
Diversity resistance in the news
Councillor describing all Muslims as 'terrorists' and asking why people should be 'interested in black history' apologises
- The former mayor was taking a course designed to teach councillors about legal duties regarding equality. During a slide show about an Islamophobic email hoax in 2010, alleging that Muslims wanted to have Holocaust Day banned, Councillor Snowden “shouted out that the Muslims did want Holocaust Day banned…and made several remarks…identifying all Muslims as terrorists and adopting an ‘us and them’ attitude towards this community,” said the training officer.
- The Conservative councillor was said to have also failed to treat a disabled member of staff with respect and made a ‘derogatory aside’ about homosexual people.
- “The final point on this slide (was) an example of people misunderstanding and rejecting the purpose of Black History Month in October, when again Councillor Snowden interrupted, contradicting me, and stated that it was a waste of time and why should we be interested in black history.”
http://www.dailymail.co.uk/news/article-2311032/Councillor-described-Muslims-terrorists-asked-people-interested-black-history-apologises.html
Diversity resistance in the news
The cockpit is ‘no place for a woman’, napkin notes left on WestJet plane tells female captain
http://news.nationalpost.com/2014/03/04/the-cockpit-is-no-place-for-a-woman-napkin-note-left-on-westjet-plane-tells-female-captain/
To Capt/WestJet
The cockpit of an airliner is no place for a woman. A woman being a mother is the most honor, not as “captain.” We’re short mothers, not pilots WestJet. Proverbs 31 (Sorry not P.C.)
PS I wish WestJet could tell me a fair lady is at the helm so I could book another flight! In the end this is all mere vanity.
Not impressed.
Respectfully in love, David.
The flight crew said that the passenger in question became somewhat agitated when he heard a female voice introducing the flight and asked the flight attendants repeatedly about how much experience the captain had.
The pilot, Carey Steacy, has been flying with WestJet for nine years.
“It made me feel sad. It was just surprising,” Steacy told CTV Vancouver. “I can’t believe that there’s people that still think that way.”
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Diversity resistance in the news
Legoland resort faces far-right threat over private party for Muslim group
http://www.independent.co.uk/news/uk/home-news/legoland-resort-faces-farright-threat-over-private-party-for-muslim-group-9172020.html
Thames Valley police advised Legoland to close for weekend and cancel the private fun day organised by the Muslim Research and Development Foundation
Legoland was forced to shut down its Facebook page after a number of offensive posts. It said it had also received threatening phone calls and emails.
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Diversity resistance in the news
UKIP politician: David Cameron to blame for floods because he made gay marriage legal
http://www.pinknews.co.uk/2014/01/18/ukip-politician-david-cameron-to-blame-for-floods-because-he-made-gay-marriage-legal/
David Silvester, a UKIP councillor for Henley on Thames has claimed that he warned David Cameron that allowing gay couples to marry would lead to flooding and that the Prime Minister ignored him
“Since the passage of the Marriage (Same Sex
Couples) Act, the nation has been beset by
serious storms and floods. One recent one
caused the worst flooding for 60 years. The
Christmas floods were the worst for 127 years.
Is this just global warming or is there something
more serious at work?”
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Symptoms of resistance to diversity
Levels at which resistance is manifested in the workplace
Manifestations of resistance
Thomas, K. M., & Plaut, V. C. (2008). The many faces of diversity resistance in the workplace. In K. M. Thomas (Ed.), Diversity resistance in organizations (pp. 1-22). Psychology Press.
| Individual | Organisational | |
| Overt | Verbal & physical harassment Graffiti Intentional & hostile forms of discrimination | Intentional discriminatory HRM policies & practices Victimisation |
| Subtle | Silence regarding inequalities Avoidance & exclusion of others based on difference Discrediting ideas/individuals who are different from the norm | Cultures of silence around diversity & discrimination Mixed messages re: diversity Diversity as a ‘non-issue’ Diversity portrayed as too time-consuming/complex |
Outcomes of diversity resistance
Organisation-level outcomes
Financial costs
Productivity costs
Continuity costs
Emotional costs
Individual-level outcomes
Career-related costs
Psychological costs
Health-related costs
Individual-level explanations for diversity resistance
- Reliance on stereotypes
- Social identity / self-categorisation
- Individual differences
- Maintaining privilege
Maintaining privilege
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Silence as a form of resistance
Why silence in the face of others’ mistreatment?
To speak up, individuals must…
Notice that discrimination is occurring
Recognise behaviours as discriminatory
Take personal responsibility
Decide how to help; feel competent to act
Act
Intergroup emotion theory
Tran, V., Garcia-Prieto, P., & Schneider, S. C. (2011). The role of social identity, appraisal, and emotion in determining responses to diversity management. Human Relations, 64(2), 161-176.
Organisation-level explanations for diversity resistance
- Values and behaviours of leaders
- e.g., Abercrombie & Fitch
- Use of organisational routines rather than reflexive learning
- Defensive responses to allegations of discrimination
- Reliance on myths rather than accurate information
- Discrimination is a thing of the past; differences in outcomes are due to differences in merit; etc.
- Wider societal values
- Echoes national culture’s attitude to diversity
Diversity resistance as resistance to organisational change
- Level 1 resistance
- Based on the change or idea itself
- Lack of information; disagreement with proposal
- Level 2 resistance – most prevalent
- Based on emotional / physiological responses to the change
- Fear of change, power, status; fatigue with organisational change in general
- Level 3 resistance
- Deep-rooted issues; e.g., inter-group differences
- Resistance to change leader
Based on Maurer (1996)
Identity management strategies
Identity switching
- De-emphasise target identity
- Recategorise to a more positively valued identity
Identity redefinition
- Stereotype reassociation (disassociate from negative stereotypes, strengthen association with positive stereotypes)
- Stereotype regeneration (redefine traits/behaviours associated with identity)
Shih, M., Young, M. J., & Bucher, A. (2013). Working to reduce the effects of discrimination: Identity management strategies in organizations. American Psychologist, 68(3), 145-157.
“Men are forceful and assertive”
“Women are modest and self-effacing”
Reducing negative attitudes toward
out-groups
Empathy
Perspective taking
Situational attributions
Positive attitudes toward out-group
Vescio, T. K., Sechrist, G. B., & Paolucci, M. P. (2003). Perspective taking and prejudice reduction: The mediational role of empathy arousal and situational attributions. European Journal of Social Psychology, 33, 455–472.
Reducing backlash toward diversity initiatives
Address dominant majority concerns re: evaluations
- Honest feedback
- Role of attributions
Communicate business advantages of diversity
Kidder, D. L., Lankau, M. J., Chrobot-Mason, D., Mollica, K. A., & Friedman, R. A. (2004). Backlash toward diversity initiatives: Examining the impact of diversity program justification, personal and group outcomes. International Journal of Conflict Management, 15(1), 77-102.
Reducing resistance to diversity
training
- Enhance awareness of diversity
- Publicise org-specific diversity information
- Manage power dynamics
- Educate managers
- Find opinion leaders
Kaplan, D. M. (2006). Can diversity training discriminate? Backlash to lesbian, gay, and bisexual diversity initiatives. Employee Responsibilities and Rights Journal, 18(1), 61-72.
Wiethoff, C. (2004). Motivation to learn and diversity training: Application of the theory of planned behavior. Human Resource Development Quarterly, 15, 263–278.
Key takeaways
Resistance can be exhibited by individuals and by organisations
Individual targets of discrimination can employ strategies to avoid negative outcomes, but organisational efforts necessary for widespread changes in climate for diversity
For the seminar
- L’Oreal case study and questions posted on Moodle
- Answer case questions and bring your notes with you to the seminar
