diversity complete

What is diversity?

Differences within and between social groups; objective/subjective and visible/invisible.

Surface-level vs. deep-level diversity?

Observable characteristics vs. beliefs, values, skills and attitudes.

Why does defining categories matter?

Categories determine which inequalities we notice and try to solve.

Categories determine which inequalities are measured and addressed.

What is social categorization?

Grouping people by actual or perceived shared characteristics.

What does Social Identity Theory explain?

Group membership shapes identity, self-esteem and intergroup evaluations.

What is in-group favouritism?

Evaluating or treating your own group more favourably.

Does in-group favouritism require out-group hostility?

No; favouring your group does not necessarily mean disliking others.

What is category accentuation?

Seeing people in the same group as more alike and people in different groups as more different.

Exaggerating within-group similarities and between-group differences.

What is out-group homogeneity?

Seeing members of another group as more alike than they are.

Four motives for social categorization?

• Self-esteem: I want to feel good about myself.

• Belonging: I want to fit in.

• Differentiation: I want to be unique.

• Uncertainty reduction: I want to know who I am and what to do.

What is decategorization?

Reducing category importance and seeing others as individuals.

What is recategorization?

Redefining boundaries to create a larger shared in-group.

What is a superordinate identity?

Different groups sharing one larger group identity.

An overarching shared identity that includes multiple subgroups.

What is mutual differentiation?

Different groups keep their own identities and work together.

Retaining subgroup identities while improving cooperation.

What does the contact hypothesis predict?

Positive intergroup contact can reduce prejudice.

Four favourable conditions for intergroup contact?

Equal status, common goals, cooperation and institutional support.

A limitation of intergroup contact?

Positive views of one person may not generalize to their whole group.

What is intersectionality?

How different social identities combine to affect people's experiences of inequality.

The interaction of social identities and systems of inequality.

Broad vs. narrow categories: trade-off?

Broad categories show structural patterns; narrow ones reveal distinct experiences.

• Broad = Big picture

• Narrow = More detail

What are zero-sum beliefs?

Believing one group’s gain must be another group’s loss.

Shariff: key question before designing diversity policy?

Why is diversity being pursued, and what outcome should improve?

Shariff: five rationales for faculty diversity?

Social justice; remove barriers to merit; student outcomes; knowledge; legitimacy.

Begrip	Onthouden
Social justice	Fairness for everyone
Remove barriers to merit	Equal chances to succeed
Student outcomes	Better learning and success
Knowledge	Different perspectives and ideas
Legitimacy	Representation and trust

Normative vs. empirical diversity justification?

What ought to be done vs. what evidence shows will happen.

Shariff: how should success be evaluated?

Measure whether diversity goals are achieved, not just how many different people are present.

Measure outcomes matching the stated diversity objective; representation alone may be insufficient.

What is Optimal Distinctiveness Theory?

People need both belonging and distinctiveness. People want to belong to a group but also feel unique.

• Belonging = Fit in

• Distinctiveness = Stand out

What are the two dimensions of inclusion?

Belonging and authenticity.

Belonging vs. authenticity?

Feeling accepted vs. being able to be your genuine self.

High belonging but low authenticity produces?

Assimilation = Adapting to a group to be accepted.

Assimilation: acceptance through conformity.

High authenticity but low belonging produces?

Differentiation: expressing identity without acceptance.

What is the ASA model?

The ASA model explains how organizations become more similar through attraction, selection and attrition.

• Attraction = Who wants to join?

• Selection = Who gets chosen?

• Attrition = Who leaves?

What is homophily?

A preference to associate with similar people.

What is self-stereotyping?

Defining yourself using traits of the group prototype.

What is self-anchoring?

Using your own traits to define or understand your group.

What is inductive identity formation?

Group identity is created by the members themselves.

• Bottom-up = From members to group.

Group identity develops bottom-up from member contributions.

Colourblindness vs. multiculturalism?

Ignoring group differences and treating everyone the same. vs. explicitly recognizing and valuing cultural differences.

What is all-inclusive multiculturalism?

Valuing differences while including both majority and minority members.

Otten & Jansen: inclusion vs. identification?

Feeling accepted by the group vs. personally identifying with it.

Otten & Jansen: authenticity vs. uniqueness?

Being true to yourself vs. being different from others.

Independent vs. interdependent self-construal?

Defining oneself via individual traits vs. social relationships.

Injunctive vs. descriptive social norms?

What people approve of vs. what people usually do.

What is norm internalization?

Accepting a group norm as a personal value.

What are socially mediated costs?

Disapproval, exclusion and reputation loss for violating norms.

Correcting vs. shifting norms?

Fixing mistaken perceptions vs. changing the norm itself.

What is pluralistic ignorance?

Mistakenly thinking others hold different attitudes from your own.

What is a dynamic norm?

A message describing how behaviour is changing over time.

What is reactance?

Resistance caused by feeling that personal freedom is threatened.

Meyer: principle of exchanging staff across countries?

Exchange employees between countries to improve cultural understanding.

Be heterogeneous everywhere.

Meyer: why can practices fail across cultures?

An effective approach in one culture may conflict with norms elsewhere.

Realistic vs. symbolic threat?

Threat to resources/safety vs. threat to values or identity.

Three errors in detecting discrimination problems?

Missing, magnifying and misattributing them.

• Missing = Don't see it

• Magnifying = Make it bigger

• Misattributing = Wrong explanation

What is the availability heuristic?

Judging prevalence by how easily examples come to mind.

What is an availability cascade?

Repeated discussion increases a claim’s visibility and perceived credibility.

Availability cascade = More talk → More belief.

What is moral typecasting?

Seeing people as moral agents or moral patients.

• Moral agent = Does the action

• Moral patient = Receives the action

Moral agent vs. moral patient?

Someone perceived as doing harm vs. suffering harm.

What is motivated cognition?

Motives and prior beliefs shape how evidence is interpreted.

What is confirmation bias?

Focusing on information that confirms what you already believe.

Giving disproportionate attention to evidence supporting existing beliefs.

What is concept creep?

Broadening definitions of harm or prejudice to include more cases.

What is prevalence-induced concept change?

When something becomes less common, people start including less extreme examples in the same category.

Less of something → Broader definition.

Category boundaries shift as instances become rarer.

Why distinguish perception from prevalence?

Perception: how common people think something is.

Prevalence: How often something actually happens.

Thinking discrimination is increasing does not mean it is actually increasing.

Perceived increases in discrimination need not reflect actual increases.

What is a field audit study?

Comparable job applications test differential treatment in real hiring.

What does a hiring discrimination ratio indicate?

Relative callback chances between applicant groups.

Schaerer et al.: broad finding on gender hiring bias?

Bias against women declined; the trend depended on job type.

Schaerer et al.: what did bias against men in female-typed jobs suggest?

Gender stereotypes about jobs continue to exist.

Persistence of occupational gender stereotypes.

Schaerer et al.: what was the red-team approach?

A red-team approach means having others critically check your research to find weaknesses.

• red team = challenge, don’t just agree

Independent critical scrutiny to challenge methods and interpretations.

Why use a meta-analysis?

Combine findings across studies to estimate an overall pattern.

What is diversity training?

Interventions aimed at improving knowledge, attitudes or behaviour about diversity.

Devine & Ash: three training settings?

Organizations, human services and education.

• Organizations = Work

• Human services = Care

• Education = School

What are proxy outcomes?

Indirect measures such as awareness or attitudes.

What are consequential outcomes?

Meaningful real-world behaviour and institutional changes.

What is a common diversity-training evidence problem?

Short-term attitudes are often measured instead of durable behaviour.

Why does an improved IAT score not prove improved behaviour?

Changes in implicit measures do not necessarily translate into action.

What makes diversity interventions evaluable?

Clear goals, appropriate comparison and outcomes matching those goals.

Creativity vs. innovation?

Generating novel, useful ideas vs. putting ideas into practice.

• Creativity = Think of it

• Innovation = Do it

Why might diversity benefit creativity?

Diversity brings different knowledge, perspectives and opinions, which can lead to more creative ideas.

• Information = Different knowledge

• Perspectives = Different ways of thinking

• Minority dissent = Challenging the majority

More varied information, perspectives and minority dissent.

Why might diversity harm group functioning?

Subgroups, distrust, conflict and coordination costs.

Begrip	Onthouden
Subgroups	Smaller groups
Distrust	Less trust
Conflict	More disagreements
Coordination costs	More effort to work together

Differentiation vs. integration in creativity?

Generating distinct ideas vs. combining them toward shared goals.

What is epistemic motivation?

Motivation to carefully process task-relevant information.

What is prosocial motivation?

Motivation to benefit others or the collective.

What is minority dissent?

A minority challenges dominant ideas and assumptions.

Task vs. outcome interdependence?

Dependence to complete work vs. shared goals or rewards.

Opening vs. closing leadership?

Encouraging exploration vs. focusing and coordinating implementation.

Somech & Drach-Zahavy: main result?

Team creativity aided implementation when climate for innovation was high.

Creative teams put ideas into practice more easily when new ideas are supported.

What is climate for innovation?

Team norms supporting vision, participative safety and task orientation.

Potočnik et al.: core team creativity tension?

Diverse ideas help differentiation but need integration to become useful.

What explains diversity in Europe?

Different migration histories, cultures, languages and institutions.

What do EU directives do?

EU directives set goals that countries must achieve through their own laws.

Set objectives implemented through national laws, with varying consequences.

Anti-discrimination vs. diversity management?

Preventing unfair treatment vs. broader recognition and management of differences.

Equal opportunities vs. positive action?

Fair access vs. active measures addressing group disadvantage.

• Equal opportunities = Give everyone a fair chance.

• Positive action = Help disadvantaged groups overcome barriers.

What is a diversity charter?

A voluntary organizational commitment to diversity and inclusion.

What is Equal Employment Opportunity (EEO)?

Employment opportunity without unlawful discrimination.

What is affirmative action?

Measures improving opportunity for historically disadvantaged groups.

What is the key affirmative-action controversy?

Whether correcting structural inequality conflicts with individual merit.

Moral vs. business case for diversity?

Fairness as a goal vs. diversity for organizational benefits.

Why might moral and business cases conflict?

Equality can matter even without measurable profit gains.

Three diversity-management goal categories?

Social, economic and organizational.

What is the key limit of legal compliance?

Meeting legal minimums does not guarantee an inclusive culture.

Stereotype vs. prejudice vs. discrimination?

Belief about a group vs. emotional evaluation vs. unequal treatment.

Two dimensions of the Stereotype Content Model?

Warmth and competence.

What is benevolent sexism?

Positive-sounding beliefs about gender that reinforce inequality.

Apparently positive gender attitudes that reinforce unequal roles.

What is a microaggression?

A small everyday comment or action that shows disrespect towards a group.

An everyday act or remark that communicates group-based disrespect.