The Triple Threat that Makes Minority Groups Block Diversity & Inclusion

Have you ever noticed how there’s an assumption that if we increase the number of underrepresented groups in the selection process that we’ll eventually create a situation where more underrepresented groups will be chosen for senior opportunities?

Today, you’re going to learn about research that says the exact opposite, there are reasons when having a member of an underrepresented group as part of job selection process can actually be bad news for promoting diversity

In todays show I discuss several things including:

  • The Triple Threat that makes members of underrepresented groups block Diversity & Inclusion
  • The research that shows how women can be biased against other women in the workplace
  • The relationship between the Triple Threat and the important concept of Identity Work and much much more

Here’s some of what I share in the show:

The Triple Threat that makes underrepresented groups block Diversity & Inclusion

I explain why having someone who belongs to an underrepresented group as part of a selection process can reduce the likelihood of an underrepresented candidate being selected for a job:

“Having a woman on the selection panel can harm the chances of a woman being selected, having an LGBT person on the selection panel can harm the chances of an LGBT person being selected!”

The research that shows how women can be biased against other women in the workplace:

I explain the threats that have been shown to why women will stand in the way of gender diversity:

“There is empirical evidence to show that these threats lower women’s preferences for working with other women in the same work group”

The Relationship between the Triple Threat and the Concept of Identity Work

I explain how the Triple Threats are indicative of Identity Work:

“She couldn’t just do her job, she had to reflect on her own identity and how that would be perceived before making what others may consider to be a simple operational decision. This is identity work and can be exhaustive”

SHOWNOTES

Identity Work & Employee Resource Groups

“Can Diversity Beget Diversity?: Favoritism threat and its effect on advocacy for similar others”

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