Gündemir Seval, Martin Ashley E, Homan Astrid C
Work and Organizational Psychology, University of Amsterdam Amsterdam, Netherlands.
Stanford Graduate School of Business, Stanford University Stanford, CA, United States.
Front Psychol. 2019 Feb 27;10:282. doi: 10.3389/fpsyg.2019.00282. eCollection 2019.
We present a review of the diversity ideologies literature from the target's perspective. In particular, we focus on how diversity ideologies-beliefs or organizational practices with regards to how to approach diversity-affect racial minorities' and women's self-perceptions and experiences at work. This review suggests that a diversity aware ideology (i.e., multiculturalism) is more beneficial than a diversity blind ideology (i.e., colorblindness) for racial-ethnic minorities (e.g., better performance outcomes; more psychological engagement, inclusion, and workplace satisfaction; more positive leadership self-perceptions; and reduced perceptions of bias and turnover intentions). In contrast, for women, gender-blindness is associated with more positive outcomes than gender awareness (e.g., enhanced self-confidence, pro-active behaviors and leadership emergence). Importantly, multiculturalism and gender-blindness can both produce negative side effects for racial minorities and women, respectively, which highlights the importance of developing approaches to address the shortcomings of these conventional ideologies. We discuss the implications and offer recommendations for future research.
我们从目标群体的角度对多样性意识形态文献进行了综述。具体而言，我们关注多样性意识形态——即关于如何处理多样性的信念或组织实践——如何影响少数族裔和女性在工作中的自我认知和经历。这篇综述表明，对于少数族裔来说，一种具有多样性意识的意识形态（即多元文化主义）比一种无视多样性的意识形态（即色盲主义）更有益（例如，更好的绩效结果；更多的心理参与度、包容性和工作场所满意度；更积极的领导自我认知；以及减少对偏见和离职意图的认知）。相比之下，对于女性来说，性别盲视比性别意识与更积极的结果相关（例如，增强自信、积极主动的行为和领导力的出现）。重要的是，多元文化主义和性别盲视分别会对少数族裔和女性产生负面影响，这凸显了开发解决这些传统意识形态缺点的方法的重要性。我们讨论了其影响，并为未来研究提供了建议。
