Making Diversity Work for Everybody? The Double-Edged Sword of All-Inclusive Diversity

2021 ◽  
pp. 014616722110470
Author(s):  
Payton A. Small ◽  
Brenda Major ◽  
Cheryl Kaiser
Keyword(s):  
Mission Statement ◽  
Racial Minority ◽  
Racial Minorities ◽  
European Americans ◽  
Unfair Treatment ◽  
Multicultural Diversity ◽  
Racial Injustice ◽  
A Company

Three experiments investigated how framing diversity as all-inclusive affects recognition of racial injustice. Among Whites, viewing a company mission statement that specifically included Whites/European Americans when defining diversity or made no mention of diversity led to increased recognition of unfair treatment of racial minorities relative to viewing a standard multicultural diversity statement (Experiment 1). Decreased concern about losing out on resources to racial minorities mediated these effects. Among racial minorities, viewing a company statement that included Whites/European Americans or made no mention of diversity similarly increased recognition of unfair treatment of racial minorities, an effect mediated by minorities’ reduced feelings of inclusion (Experiment 2). Experiment 3 replicated these effects using a more subtle manipulation of the all-inclusive diversity statement. These studies suggest defining diversity as inclusive of Whites/European Americans increases Whites’ sensitivity to racial injustice against minorities but simultaneously increases racial minority Americans’ concerns about exclusion and unfair treatment.

Multicolored Blindfolds

2017 ◽  
Vol 9 (7) ◽  
pp. 825-834 ◽  
Author(s):  
Seval Gündemir ◽  
Adam D. Galinsky
Keyword(s):  
Racial Discrimination ◽  
Intergroup Relations ◽  
Side Effect ◽  
Racial Minorities ◽  
Organizational Diversity ◽  
Negative Side ◽  
Objective Information ◽  
Negative Side Effect ◽  
Multicultural Diversity

Past studies have found that multicultural approaches to diversity can reduce prejudice and stimulate positive intergroup relations. The current research explored a possible negative side effect of multiculturalism: whether organizational diversity structures geared toward multiculturalism can conceal racial discrimination and delegitimize racial discrimination claims. Three studies found that, even when objective information was indicative of discrimination, both Whites and racial minorities perceived organizations which had diversity policies emphasizing multiculturalism as more fair toward minorities. This perception of (false) fairness led individuals to perceive less racial discrimination and to view claims of racial discrimination against that organization as less legitimate. Furthermore, we found that organizational multiculturalism and externally granted diversity awards both produced a (false) fairness effect. The results suggest an irony of multicultural diversity structures: They can create a false fairness effect that conceals and delegitimizes discrimination.

scholarly journals PROMOTING PT. ANEKA INDO MAKMUR AND ITS PRODUCTS USING A COMPANY PROFILE VIDEO

K ta Kita ◽  
2017 ◽  
Vol 5 (1) ◽  
pp. 21-27
Author(s):  
Amelia Abrianti ◽  
Jusuf I Ibrahim
Keyword(s):  
Mission Statement ◽  
Employee Performance ◽  
Business Communication ◽  
Working Environment ◽  
Final Project ◽  
Hard Time ◽  
Marketing Tool ◽  
Product Description ◽  
A Company

This Business Communication Final Project (BCFP) is made for PT. Aneka Indo Makmur (AIM), one of the biggest biscuits manufacturers in Indonesia. The background of the study is the fact that the company has a hard time getting new partners or distributors. PT. AIM does not have a right promotional tool that can convince the partners to work together with the company. Because of this problem, the company cannot develop the business. Thus, PT. AIM needs a company profile video which not only can give a clearer information about the company, but also can function as a marketing tool for PT. AIM, to promote its unique strengths and attract more partners or distributors. This company profile video contains the company’s history, product description, structure of the company, employee performance, company’s vision and mission statement, company’s working environment, and also rewards that the company has received.

Do Mission Statements Matter? An Evaluation of Dental School Mission Statements

2021 ◽  
Author(s):  
Viyan S Kadhium
Keyword(s):  
United States ◽  
Mission Statement ◽  
Mission Statements ◽  
Dental School ◽  
University Of Michigan ◽  
School Mission ◽  
Minimum Number ◽  
The University ◽  
Dental Schools ◽  
A Company

Objective: In private enterprise, the Mission Statement (MS) of a company is the compass that shows the direction the organization is heading and is a guide in major decisions. The purpose of this study is to evaluate the mission statements of all United States (US) Dental Schools for common themes and to understand how these themes align with current issues in dentistry. Methods: Two reviewers manually searched every United States (US) Dental School website to identify the mission statement of each school and four investigators reviewed the mission statements, identified and listed themes. A qualitative analytical approach was used, and recurring themes were identified. IRB Exemption was provided (HUM00175583Â) by the University of Michigan School of Medicine’s committee on human studies. Results: In this study, 68 dental schools were evaluated, and 18 different themes were identified. The mean number of themes per school was 2 and the median was 4. The minimum number of themes among dental schools was 1 and the maximum was 11 themes. The findings indicated that the most recurring theme in dental school mission statements was research and dissemination of knowledge (76.11%) and the least recurring themes, which are some of the most pressing issues in dentistry were social justice (4.47%), public health (7.46%), and health disparities (8.95%). Conclusion: Missions statements are just as important in schools as they are in business. Therefore, dental schools should consider periodically revising their mission statements to coincide with the demands of current oral health needs.

scholarly journals Characteristics Of Underrepresented Self-Employed Groups

2011 ◽  
Vol 6 (7) ◽  
Author(s):  
Andrea E. Smith-Hunter
Keyword(s):  
Minority Groups ◽  
Racial Minority ◽  
Racial Minorities ◽  
Minority Women ◽  
Font Size ◽  
Dominant Group ◽  
Research Areas ◽  
White Males ◽  
Self Employment ◽  
Employed Women

<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="font-family: &quot;Times New Roman&quot;,&quot;serif&quot;; font-size: 10pt;">This paper covers concerns of self-employed individuals by looking at specific issues that are related to underrepresented sectors in the study area: women, racial minorities of both genders, and women in racial minority groups.<span style="mso-spacerun: yes;">&nbsp; </span>It is necessary to focus on these areas due to their under-representation in thinly research areas, with not many empirical issues or statistical findings being addressed in these areas. This paper is mainly theoretical, and answers two critical questions: (1) What are the distinct characteristics of underrepresented self-employed groups compared to the dominant group&mdash;white males? (2) What are the key explanations and reasons for these groups having such characteristics? Trends in self-employment over the last six decades are examined, as well as the distinct characteristics of self-employed women, minorities, and minority women.</span></p>

Unilever's Mission for Vitality

2017 ◽  
pp. 1-13
Author(s):  
David Austen-Smith ◽  
Adam Galinsky ◽  
Katherine H. Chung ◽  
Christy LaVanway
Keyword(s):  
New York ◽  
New York City ◽  
York City ◽  
Mission Statement ◽  
Central Question ◽  
Consumer Awareness ◽  
Portfolio Company ◽  
The Media ◽  
A Company ◽  
Conflicting Messages

Dove and Axe were two highly successful brands owned by Unilever, a portfolio company. Dove was a female-oriented beauty product brand that exhorted “real beauty” and not the unachievable standards that the media portrayed. In contrast, Axe was a brand that purportedly “gives men the edge in the mating game.”□ Their risqué commercials always portrayed the supermodel-type beauty ideal that Dove was trying to change. Unilever had always been a company of brands where the consumer knew the brands but not the company, but recently there had been the idea to unify the company with an umbrella mission for all of its brands. This would turn Unilever into a company with brands, potentially increasing consumer awareness and encourage cross-purchases between the different brands. However, this raised questions about the conflicting messages between the brands' marketing campaigns, most notably between Unilever's two powerhouse brands, Dove and Axe. The case begins with COO Alan Jope anticipating an upcoming press meeting in New York City to discuss Unilever's current (i.e., 2005) performance and announce Unilever's decision to create an umbrella mission statement for the company. This case focuses on the central question of whether or not consistency between brand messages is necessary or inherently problematic.The Unilever's Mission for Vitality case was created to help students and managers develop an appreciation for how the values underlying a marketing campaign can affect and alter an organization's culture. The case focuses on how two products and marketing campaigns that express conflicting underlying values (as reflected in the Dove Real Beauty and the Axe Effect campaigns) within the same corporation can give rise to a number of unintended organizational and marketing complications.

scholarly journals Political representation of racial minorities in the parliament of Singapore

2019 ◽  
Vol 20 (4) ◽  
pp. 225-239
Author(s):  
Waikeung Tam
Keyword(s):  
Political Parties ◽  
Political Representation ◽  
Racial Minority ◽  
Racial Minorities ◽  
Research Note ◽  
The Political ◽  
Members Of Parliament ◽  
Content Analyses ◽  
Party Elites ◽  
Minority Interests

AbstractThis research note studies the political representation of racial minorities in Singapore. Specifically, it analyzes whether racial minority members of parliament (MPs) are more likely than Chinese MPs to represent the interests of racial minorities in the Parliament. I answer this question through conducting content analyses of the parliamentary questions raised during the plenary meetings of the 10th–12th Parliament of Singapore (2002–2015). In total, 6,678 questions were asked. Our results show that racial minority MPs were significantly more likely (21.79 times) than Chinese MPs to ask questions related to racial minorities. While this study shows that racial minority MPs were significantly more likely than Chinese MPs to ask questions related to racial minorities, it also highlights the inadequacy of representation of racial minority interests in the Parliament of Singapore. During our period of study, only 1.2% of the total number of parliamentary questions focused on racial minorities. Besides MPs' race, this study finds that partisan affiliation crucially influenced the likelihood of MPs to represent racial minority interests. Political parties played an important role in shaping MPs' representational behavior. Compared to the People's Action Party (PAP) MPs, opposition MPs were significantly more likely to raise racial minority-related questions. One possible explanation could be that opposition MPs used parliamentary questions as an important tool to challenge and criticize the governing party's policies on racial minorities. Another explanation could be that PAP racial minority MPs' first loyalty has to be to the party and government rather than their co-ethnics, given that they are beholden to party elites for their seats.

scholarly journals Does a business-like approach to diversity in nonprofit organizations have a chilling effect on stakeholders?

2019 ◽  
Vol 3 (1) ◽  
Author(s):  
Ines Jurcevic ◽  
Rachel Fyall
Keyword(s):  
Nonprofit Organizations ◽  
Nonprofit Sector ◽  
Racial Minority ◽  
Racial Minorities ◽  
Chilling Effect ◽  
Black And Latino

Despite widespread commitment to promoting diversity in the nonprofit sector, increasing diversity poses a continued challenge for many nonprofits. Even nonprofits with explicit diversity statements often struggle to diversify their organizations. One potential impediment to achieving diversity may result from the framing and communication of diversity values within nonprofits. We evaluate the reactions of hypothetical stakeholders to two forms of diversity framing – instrumental and moral frames – focusing on potential divergence amongst racial-minority and White perspectives. Experiment 1 demonstrates that Black and Latino participants feel marginally more dehumanized and anticipate racial minorities will feel more devalued in an organization espousing the moral (compared to instrumental) diversity frame. In contrast, Whites feel less valued, more dehumanized, and perceive organizations as less authentically dedicated to diversity when viewing an organization that espouses the instrumental (compared to moral) frame. Experiment 2 extends these results demonstrating that Whites who are particularly concerned about their place in future job markets are more likely to feel devalued by instrumental frames to diversity. We discuss how these results diverge from existing findings of similar frames applied to business, rather than nonprofit, contexts. These findings extend our understanding of the implications of outcome-oriented versus moral frames within nonprofit organizations as well as informing understanding of how diversity frames may offer divergent signals to underrepresented and non-underrepresented stakeholders.

Remaking Cinema

2019 ◽  
pp. 162-180
Author(s):  
Maryann Erigha
Keyword(s):  
Digital Media ◽  
Racial Minority ◽  
Racial Minorities ◽  
Film Production ◽  
Black Cinema ◽  
Youth Cultures ◽  
The Way

This chapter outlines paths for improving cinema to be more racially inclusive. Remaking cinema can involve reforming Hollywood to be more inclusive to racial minorities in positions of influence, for example as directors of tent pole movies and as studio heads. Remaking cinema can also involve changing the way racial minorities make movies. This chapter puts forth the notion of a Black cinema collective, which involves an organized system of film production. A Black cinema collective means developing youth cultures around filmmaking, as well as having institutions to decide a slate of films to be released each year, to finance movies, and to create pathways for distribution. In addition, digital media talents can help put pressure on Hollywood to support movies and directors from racial minority backgrounds or else face mounting competition.

scholarly journals Vaccine Hesitancy Is a Barrier to Achieving Equitable Herd Immunity Among Racial Minorities

2021 ◽  
Vol 8 ◽  
Author(s):  
Philip Gerretsen ◽  
Julia Kim ◽  
Lena Quilty ◽  
Samantha Wells ◽  
Eric E. Brown ◽  
...  
Keyword(s):  
First Nations ◽  
Minority Groups ◽  
East Asian ◽  
Herd Immunity ◽  
Sociodemographic Factors ◽  
Racial Minority ◽  
Racial Minorities ◽  
Vaccine Hesitancy ◽  
Racial Groups ◽  
Major Barrier

Introduction: Racial minority groups have been disproportionately affected by the 2019 novel coronavirus disease (COVID-19). Vaccine hesitancy may be a major barrier to achieving equitable herd immunity and must be addressed to reduce the excess morbidity and mortality of COVID-19 in disproportionately affected communities. This study aimed to determine if COVID-19 vaccine hesitancy, and its factors vaccine complacency and confidence, are more prominent among disproportionately affected racial minority groups.Methods:We collected data from participants aged 18 years or older from the four most populous U.S. states, including New York, California, Florida, and Texas, and Canada. Data were collected using a web-based survey platform. Data are available at http://www.covid19-database.com.Results:Data from 4,434 participants were included [mean (SD) age = 48.7 (17.2) and 50.4% women]. Vaccine hesitancy was higher in Black, Indigenous (Native American and Indigenous People of Canada, including First Nations, Inuit and Métis), and Latinx compared to White participants, while no difference was found between East Asian and White participants. The group differences in vaccine hesitancy for Indigenous and Black compared to White participants remained after controlling for sociodemographic factors. Determinants of vaccine complacency were equivalent between disproportionately affected racial groups and white participants. Vaccine confidence (i.e., trust in vaccine benefit) was generally lower in all racial groups compared to White participants. Differences in vaccine mistrust comparing Black and East Asian to White participants remained after controlling for sociodemographic factors.Discussion:Disproportionately affected racial minorities may have higher vaccine hesitancy and lower confidence in COVID-19 vaccines. Public health and other relevant government services should address vaccine hesitancy among racial minorities using a culturally sensitive, community-centered approach to attain equitable herd immunity.

scholarly journals Combatting Discrimination

2021 ◽  
pp. 79-91
Author(s):  
Rosita Fibbi ◽  
Arnfinn H. Midtbøen ◽  
Patrick Simon
Keyword(s):  
Affirmative Action ◽  
Racial Discrimination ◽  
Equal Opportunity ◽  
Racial Minorities ◽  
Unfair Treatment

AbstractThere is a large variety of policies and actions contributing to tackling discrimination against immigrants and ethno-racial minorities, and countries vary greatly in their strategies to tackle ethnic and racial discrimination. This chapter distinguishes between three main types of measures – antidiscrimination legislation, affirmative action and other equal opportunity policies, and tools for promoting diversity – and describe their origins as well as whether they are implemented in different contexts. The chapter also reviews studies that have aimed at assessing the effectiveness of measures to combat discrimination and concludes by pointing out the necessity of statistics broken down by ethnicity or race to uncover unfair treatment and disadvantage faced by minorities.

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