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Workplace diversity must include buy-in from whites
ANN ARBOR, Jan. 17, 2011: Organizational efforts to create and maintain an inclusive multicultural environment often face resistance by whites, says a University of Michigan researcher.
“However, without the support of whites, organizations and educational settings will fail in their attempts to navigate and manage the complexities of diverse work forces and constituencies,” said Jeffrey Sánchez-Burks, an associate professor of management and organizations at Michigan's Ross School of Business. "In the face of the dramatic projected growth in demographic diversity, such failure could have severe economic, social and political consequences.
“Our research reveals that this resistance can have little to do with prejudice. Instead, it can stem from a basic human need to belong."
Sánchez-Burks, U-M doctoral student Flannery Stevens, Victoria Plaut of the University of California-Berkeley and Laura Buffardi of the Universidad de Deusto in Spain conducted a five-study investigation of white Americans' perceptions of diversity initiatives both in the workplace and in the classroom.
Their research highlights two cultural ideologies that dominate the American lexicon of diversity: 1) multiculturalism, which explicitly acknowledges differences among groups and promotes the notion that differences associated with social identities should be valued; and 2) colorblindness, which emphasizes the sameness of people, that racial categories should be ignored or avoided and that differences based on social identity should be assimilated into an overarching unifying category.
They found that whites do not perceive multiculturalism as an inclusive ideology the way minorities do. In four of the studies of college students and employees, the researchers show how whites associate multiculturalism with exclusion as opposed to inclusion, but do not show this bias when whites are explicitly included in the conceptualization of multiculturalism.
Moreover, whites are less likely and slower than minorities to associate multiculturalism with their own self-identities and that whites' aversion to multiculturalism varies as a function of an individual's "need to belong."
“Individuals with a high need to belong rated the organization with the multicultural diversity message as less attractive than one espousing a colorblind message," Sanchez-Burks said. "For white individuals with a higher need to belong, an organization espousing a colorblind message may represent a lesser threat to their sense of inclusion than an organization espousing a multicultural message."
In a fifth study of nearly 5,000 employees at a large health care organization, Sanchez-Burks and colleagues found additional evidence that whites are less likely to endorse diversity than minorities and feel less included in their organization's definition of diversity than minorities.
“Organizations' concerted efforts to bolster and embrace diversity through the use of various diversity programs and structures may create the unintended consequence of simultaneously repelling their white constituencies," Sánchez-Burks said. "Without adequate buy-in from these organizational members, attempts at launching diversity initiatives will likely be met with resistance, especially if a sense of inclusion is not fostered.
“Careful attention should be paid to the inclusion-related processes that help shape support for these efforts. In other words, taking seriously the 'What about me?' question may be crucial in stemming the tide of backlash responses to diversity efforts."
The research by Sánchez-Burks, Stevens and colleagues will appear in an upcoming issue of the Journal of Personality and Social Psychology.
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La diversidad en el sitio de trabajo debe incluir la aceptación por parte de los blancos
ANN ARBOR, el 17 de enero del 2011: Los esfuerzos de las organizaciones para la creación y mantenimiento de un ambiente multicultural inclusivo a menudo encaran la resistencia de los blancos, dijo un investigador de la Universidad de Michigan.
“Sin embargo, sin el apoyo de los blancos las organizaciones y las entidades educativas fracasarán en sus esfuerzos para navegar y manejar las complejidades de las fuerzas laborales y el público diversos”, dijo Jeffrey Sánchez Burks, un profesor asociado de gerencia y organizaciones en la Escuela Ross de Administración de Empresas de la Universidad de Michigan. “Teniendo en cuenta que se espera un crecimiento sustancial de la diversidad demográfica ese fracaso podría tener consecuencias económicas, sociales y políticas graves”.
“Nuestra investigación muestra que esta resistencia quizá tenga poco que ver con el prejuicio. En cambio, puede surgir de una necesidad humana básica de pertenecer a un grupo”, añadió,
Sáncez Burks, el estudiante de doctorado de la UM, Flannery Stevens, Victoria Plaut de la Universidad de California en Berkeley, y Laura Buffardi de la Universidad de Deusto en España, llevaron a cabo una investigación con cinco estudios sobre las percepciones que los blancos estadounidenses tienen de las iniciativas que promueven la diversidad tanto en los sitios de trabajo como en las aulas.
Su investigación realza dos ideologías culturales que dominan el léxico estadounidense sobre la diversidad: 1) el multiculturalismo que reconoce explícitamente las diferencias entre los grupos y promueve la noción de que deben valorarse las diferencias relacionadas con las identidades sociales; y 2) la indiferencia al color, que enfatiza que todos los humanos son iguales, que las categorías raciales deberían ignorarse o evitarse y que las diferencias sobre la base de la identidad social deberían asimilarse en una categoría unificador más amplia e incluyente.-
Los investigadores encontraron que los blancos no perciben el multiculturalismo como una ideología inclusiva de la forma en que lo entienden las minorías. En cuatro de los estudios de estudiantes y empleados universitarios, los investigadores describen la forma en que los blancos asocian el multiculturalismo con la exclusión al contrario de la inclusión, pero no muestran esta inclinación cuando los blancos están incluidos explícitamente en el concepto del multiculturalismo.
Además los blancos son menos propensos y más lentos que las minorías en la vinculación del multiculturalismo con sus propias identidades, y los estudios muestran que la aversión de los blancos hacia el multiculturalismo varía como una función de la “necesidad del individuo de pertenecer” a un grupo.
“Los individuos que tienen una gran necesidad de pertenecer a un grupo califican como menos atractiva a la organización con un mensaje de diversidad multicultural que a la organización que transmita el mensaje de indiferencia al color”, dijo Sánchez Burks. “Para los individuos blancos con una necesidad mayor de pertenecer, una organización que se adhiera al mensaje de indiferencia al color puede representar una amenaza menor para su sentido de inclusión que una organización que adhiere al mensaje multicultural”.
En un quinto estudio de casi 5.000 empleados en organizaciones grandes del cuidado de la salud, Sánchez Burks y sus colegas encontraron pruebas adicionales de que los blancos son menos propensos que las minorías a dar su apoyo a la diversidad, y que se sienten menos incluidos que las minorías en la definición de diversidad en su organización.
“Los esfuerzos concertados de las organizaciones para promover y adoptar la diversidad mediante el uso de diferentes programas y estructuras de diversidad pueden crear, sin que sea su intención, la consecuencia simultánea de repeler a los empleados o miembros blancos”, dijo Sánchez Burks. “Sin una aceptación adecuada por parte de estos miembros de la organización los intentos de lanzar iniciativas que promuevan la diversidad probablemente encontrar resistencia, especialmente si no se estimula un sentido de inclusión”.
“Debe prestarse una atención cuidadosa al proceso relacionado con la inclusión de forma que ayude a moldear el apoyo para estos esfuerzos. En otras palabras: el tomar seriamente la pregunta “¿Y qué acerca de mí?” puede ser crucial para contener una marejada de reacciones contra los esfuerzos que promuevan la diversidad”.
La investigación de Sánchez Burks, Stevens y sus colegas se publicará en una próxima edición de la revista Journal of Peronality and Social Psychology.
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