在表面之下:组织中对多样性,公平性和包容性 (DEI) 倡议的抵制
Seval Gündemir1, Rouven Kanitz1, Floor Rink2
1Rotterdam School of Management, Erasmus University Rotterdam, the Netherlands.
Current opinion in psychology
|October 12, 2024
概括
员工的抵抗阻碍了多样性,公平性和包容性 (DEI) 倡议. 了解其复杂,不断变化的性质是可持续变革和有效的组织策略的关键.
科学领域:
- 组织行为 组织行为
- 社会心理学 社会心理学
- 人力资源管理 人力资源管理
背景情况:
- 多样性,平等和包容 (DEI) 倡议旨在改善代表性不足的群体的工作场所条件和职业机会.
- 尽管DEI倡议得到广泛采用,但在组织内实现持久,可持续的变革时,它们往往面临挑战.
- 人们越来越认识到,员工的抵抗是DEI努力成功实施和影响的重大障碍.
研究的目的:
- 检查员工抵抗是多样性,公平和包容 (DEI) 倡议成功的关键障碍.
- 审查现有的关于抵抗的概念化和研究的文献,特别是在DEI的背景下.
- 为未来的研究方向提供建议,以更好地理解和解决这种阻力.
主要方法:
- 对学术文章的文献评论和关于员工对DEI的抵抗性的研究.
- 对概念框架和与DEI抗性相关的经验研究进行分析.
- 综合发现,以识别当前研究中的模式,细微差别和差距.
主要成果:
- 员工对DEI倡议的抵制是一种复杂的现象,具有潜在的矛盾和微妙的表现.
- 抵抗不是静态的,而是随着时间的推移而演变,以应对不断变化的组织环境和DEI策略.
- 目前对DEI耐药性的理解往往缺乏细微的行为视角,限制了有效的干预.
结论:
- 倡导一种行为观点,以更细致地理解DEI耐药性,承认其复杂性和动态性质.
- 对于寻求有效应对抵抗的组织来说,认识到抵抗的不断变化的和多方面的方面至关重要.
- 需要进一步的研究来制定战略,以考虑员工对DEI倡议的复杂性,以获得可持续的成功.
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