A colourful perspective
on the workplace:
Diversity in work groups

















                           Demographic diversity as a “mixed blessing”:



(Van Knippenberg, De Dreu & Homan, 2004; Williams & O’Reilly, 1998)



•            Decision Making/Informational perspective:

    Enhanced creativity/productivity (Bantel & Jackson, 1989; Cox, Lobel & McLeod, 1991)

•            Social categorization perspective: Lower well-being, communication problems, enhanced
conflict (Tsui, Egan, & O’Reilly, 1992)



                                         Positive outcomes







                                          Less groupthink







                                    Cognitive processing model





                                 Acculturation preferences at Work
                            (Luijters, Van der Zee & Otten, GPIR 2006)

                                         Negative outcomes







                                      Sociale identity theory



•           subgroup identification

    (Abrams & Hogg, 1990; Tajfel & Turner, 1997; Tajfel, 1982; Van der Zee, Atsma, & Brodbeck,
2004)

•           identification with overarching category

     (Common Ingroup Identity Model, Gaertner et al, 1993)

                             Identification-patterns in diverse teams

                                 Acculturation preferences at Work
                            (Luijters, Van der Zee & Otten, GPIR 2006)



Hier het EJP-artikel effect van dreiging

                                    Was Minister Verdonk right?

                                           Disadvantages







                                           Acculturation



                                         Need to be unique

                       Value of diversity as a function of outcome variable
                         (Ufkes, Van der Zee, Paulus, & Parthasaraty 2006)







Hier het EJP-artikel effect van dreiging



Hier het EJP-artikel effect van dreiging

                                          Balance between
                                       cohesion & locomotion
                                           (Lewin, 1953)







                                               Dual
                                             Identity

                                           Disadvantage?

“ingroup projection”: projection of characteristics of the own subgroup on the team identity (e.g.,
white male characteristics as the core of topmanagement team identity)



(Waldzus, Mummendey & Wenzel, 2005)

                                             Solution

                                  Relational identity orientation

                                     (Brewer & Brickson, 1996)

me as a “person”

me as a “group member”

me as a “relationship partner”

•      Mutual understanding, empathy, care

•      Extends group boundaries









                    Dominant Identity Orientation and Solidarity in Work Groups
                         (Brewer & Gardner, 1996; Vos & Van der Zee, 2007)



                 Identification patterns as a function of  relational oriëntation

                Willingness to help as a function of identity oriëntation condition

                                            Faultlines







•

                                     Terror Management Theory
                             (Greenberg, Pyszczynski & Solomon, 1990)

•           Human consciousness of mortality evokes extreme feelings of anxiety

•           Culture protects against terror by providing a sense of belonging and self-esteem

•           Mortality salience heightens attachment to the own culture as a protective mechanism





                                 Acculturation preferences at Work
                            (Luijters, Van der Zee & Otten, GPIR 2006)

                                 Acculturation preferences at Work
                            (Luijters, Van der Zee & Otten, GPIR 2006)

                                 Acculturation preferences at Work
                            (Luijters, Van der Zee & Otten, GPIR 2006)

                                       Intercultural traits
                             (Van der Zee & Van Oudenhoven 2000, 2001)

Stress-related traits:

Serve cohesion goals



Emotional Stability

Flexibility







Social traits:

Serve locomotion goals



Cultural empathy

Open-mindedness

Social initiative



                                          Two mechanisms

•           Stress-related traits work as anxiety buffer against threat in a diverse context
(Strachan, Pyszcynski, Greenberg & Solomon, 2001) (flexibility & emotional stability)

•           Social traits correlate with seeking challenge and stimulation in confrontation with a
different culture (cultural empathy, openmindedness & social initiative)









Hier het EJP-artikel effect van dreiging



Hier het EJP-artikel effect van dreiging

                                       Importance of traits?

                                   Intercultural group climate:
                                        valuing differences

•           Harquail & Cox (1993):

–       appreciation of differences

–       uncertainty tolerance

–       low prescriptive of behavior

•           Van Knippenberg & Haslam (2003)

–       value in diversity



            Group climate and diversity outcomes (Luijters, Van der Zee & Otten, 2006)





                                       Psychological safety
                                         (Edmondson, 1999)

...a shared belief held by members of a team that the team is safe for interpersonal risk taking.
It is a sense of confidence that the team will not embarrass, reject, or punish someone for
speaking up. This confidence stems from mutual respect and trust among team members.

                                         Diversity policy





                                    Discrimination and fairness





                                       Access and legitimacy









                                     Integration and learning
                             (Ely & Thomas, 2002, Luijters et al, 2007)







Integration and learning

1. Threat reduction:

- reliability & open communication

- diversity as a competence integrated in selection & assessment, as well as in reward systems

- focus on interpersonal relationships

2. Valuing diversity

3. Integrative approach: Communication of diversity mission and translation into policies that are
consistent at all levels of the organization



                                    Conclusions & Interventions