1. Topic 2: Frameworks & Theories in Diversity

2. 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.

3. 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

4. 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

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

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

7. 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

8. 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

9. 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

10. 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.

11. 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).

12. 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.

13. 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

14. 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

15. 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.

16. 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

17. 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

18. Colour Blind & White Privilege
Watch Tim Wise talk on colour blindness and white privilege: 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?

19. 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

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

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

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

23. 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

24. 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

25. 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

26. 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.

27. 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

28. 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)? -

29. 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)?

30. 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

31. Thank you & any questions?