在工作中最大的障碍是故意的无知,有五个步骤可以克服它
1Sauder School of Business, University of British Columbia, Canada.
Current opinion in psychology
|September 5, 2025
概括
许多有优势的个人避免了解不平等, 这项研究介绍了故意的无知和OTTER框架,以鼓励工作场所的公平,多样性和包容性 (EDI) 努力.
科学领域:
- 组织心理学
- 社会心理学
- 多样性和包容性研究
背景情况:
- 尽管公平,多样性和包容性 (EDI) 倡议越来越多,但社会优势的个人往往没有作为盟友参与其中.
- 一个关键的心理障碍是故意的无知, 定义为有意识地避免有关不平等的信息.
研究的目的:
- 引入和定义故意的无知作为工作场所的障碍.
- 探索意识形态的不同表现方式.
- 提出一个破坏故意无知和促进盟友关系的框架.
主要方法:
- 关于心理障碍的文献综述和现有研究.
- 蓄意无知及其表现的概念发展.
- 介绍作为干预策略的OTTER框架 (观察,思考,交谈,检查,重新定位).
主要成果:
- 在意识形态领域的"左翼"被动忽视"右翼"积极回避.
- 该框架提供了可以采取行动的措施来抵消故意的无知.
- 干预措施旨在破坏在优势群体中避免不平等的知识.
结论:
- 在组织环境中,故意无知是有效盟友关系的重要心理障碍.
- 该框架提供了一种实用方法来促进和推进EDI.
- 这项研究为未来研究故意无知及其在促进包容性环境中的作用开辟了道路.
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