解开多样性意识形态的细微差别
Nicole Russell Pascual1, Teri A Kirby2, Christopher T Begeny1
1Department of Psychology, University of Exeter, Exeter, United Kingdom.
Frontiers in psychology
|January 22, 2024
概括
组织多样性声明经常混合多元文化主义和色盲. 这项研究揭示了这些组成部分是如何被少数群体所感知,影响他们的归属感和价值适合组织内.
科学领域:
- 组织心理学是组织心理学.
- 社会学 社会学 社会学
- 多样性,公平和包容 (DEI) 研究的研究.
背景情况:
- 少数民族种族群体在多元文化环境中往往比色盲人群体在心理上感到更安全.
- 组织多样性声明经常整合多个意识形态组成部分,需要细微分析.
研究的目的:
- 将现实世界的组织多样性意识形态的内容映射出来.
- 在组织声明中识别这些意识形态组成部分的共同集群模式.
- 评估少数群体成员对这些组件和集群的看法,重点关注感知到的公司利益和价值合适性.
主要方法:
- 100所美国大学和248家财富500强公司的多样性陈述的内容编码.
- 237名种族少数群体参与者的财富500强陈述的心理感知评分.
主要成果:
- 大学强调平等的价值,而公司优先考虑个人差异的价值.
- 公司主要使用多样性的商业理由,而大学平衡道德和商业理由.
- 少数群体的个人报告说,与承认个人和群体差异的组织更好地匹配价值.
结论:
- 这项研究提供了对多样性意识形态在实践中的细微考察.
- 这些发现对完善组织多样性战略的研究和设计有影响,以促进包容性.
- 了解组件集群和感知是创建更有效和公平的组织环境的关键.
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