Do Color Blindness and Multiculturalism Remedy or Foster Discrimination and Racism?

This article offers insight from psychological science into whether models of diversity (e.g., color blindness and multiculturalism) remedy or foster discrimination and racism. First, we focus on implications of a color-blind model. Here, the literature suggests that while color blindness appeals to some individuals, it can decrease individuals’ sensitivity to racism and discrimination. Furthermore, the literature suggests that, with some exceptions, color blindness has negative implications for interracial interactions, minorities’ perceptions and outcomes, and the pursuit of diversity and inclusion in organizational contexts. Second, we examine circumstances under which a multicultural approach yields positive or negative implications for interracial interactions, organizational diversity efforts, and discrimination. The research reviewed coalesces to suggest that while multiculturalism generally has more positive implications for people of color, both models have the potential to further inequality.

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The White-Centering Logic of Diversity Ideology

American Behavioral Scientist ◽

10.1177/0002764219842619 ◽

2019 ◽

Vol 63 (13) ◽

pp. 1789-1809 ◽

Cited By ~ 7

Author(s):

Sarah Mayorga-Gallo

Keyword(s):

Civil Rights ◽

Racial Inequality ◽

Color Blindness ◽

People Of Color ◽

Racial Ideology ◽

Structural Inequality ◽

The Past ◽

Color Blind Racism ◽

Color Blind

In this article, I present a framework for diversity as a racial ideology that rearticulates the logic of civil rights. Diversity ideology is, in part, a co-optation of calls for race consciousness that challenged color blindness: it highlights race and other axes of difference to achieve a color-blind ideal of fairness where race will no longer matter. In this way, diversity ideology creates space for minor acknowledgment of structural inequality in the abstract. This is an important difference from color-blind racism, which explains inequality as a function of the past, individual “racist” bad apples, or the failings of people of color. The logic of diversity ideology is based on four tenets (diversity as acceptance, diversity as intent, diversity as commodity, and diversity as liability) that frame an amorphous diversity as the answer to racial inequality, while centering white people’s desires and feelings. These conceptualizations of diversity are devoid of power and history, which is how systemic whiteness is reinscribed.

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Assessing Authentic Diversity in the Human Factors and Ergonomics Society: Part 1

Ergonomics in Design The Quarterly of Human Factors Applications ◽

10.1177/10648046211015749 ◽

2021 ◽

pp. 106480462110157

Author(s):

Erin K. Chiou ◽

Rod D. Roscoe

Keyword(s):

Human Factors ◽

Growth Potential ◽

Organizational Diversity ◽

Diversity And Inclusion ◽

Human Factors And Ergonomics ◽

Professional Home

This article is Part 1 of a two-part series reflecting on diversity within the Human Factors and Ergonomics Society (HFES) and how the pursuit of “authentic” diversity is essential to HFES’s overarching goals for inclusion and equity. In Part 1, authentic diversity is discussed – what it means and what it might look like. Through this lens of authentic diversity, recent member demographics are reported. Part 1 concludes with a discussion about HFES’s growth potential, as a professional home for future scholars and practitioners, and the importance of measuring, documenting, and tracking organizational diversity and inclusion efforts across time.

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Organizational diversity: making the case for contextual interpretivism

Equality Diversity and Inclusion An International Journal ◽

10.1108/edi-02-2014-0010 ◽

2015 ◽

Vol 34 (6) ◽

pp. 496-509 ◽

Cited By ~ 7

Author(s):

W. J. Greeff

Keyword(s):

Diversity Management ◽

Internal Communication ◽

Organizational Diversity ◽

New Approach ◽

Content Type ◽

Organizational Contexts ◽

Organizational Settings ◽

Managing Diversity ◽

Functional Aspects ◽

Excellence Theory

Purpose – The purpose of this paper is to make a case for contextual interpretivism in managing diversity in organizational settings, specifically in its bearing on internal communication, going against the dominating functionalistic stance of venerated and ubiquitous approaches. Design/methodology/approach – Qualitative and quantitative methodologies were employed to explore the potential of contextual interpretivism within the mining and construction industries of South Africa, due to the fecund diversity context of its employee population. Findings – This paper points to the enriched understanding that could result from following a contextual interpretivistic approach to internal communication for diversity management, and in so doing discusses the ways in which this could take hold in organizations through the application of germane theoretical assertions of revered internal organizational communication literature, specifically the excellence theory and communication satisfaction. Research limitations/implications – The main limitation to this research is the restricted generalizability of its empirical research. Further research is required for the exploration of the central premise in other organizational contexts. Practical implications – The paper provides insights into the ways in which organizations could approach its diversity management so as to speak to more than just the functional aspects thereof, and rather to the importance of nurturing an understanding of employees’ interpretation of the organization’s diversity endeavors. Originality/value – The implications of applying a new approach to diversity management in organizational settings is discussed and argued, offering an empirical application thereof, which gives way to practical, data-driven recommendations for use in organizational settings.

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Color Blindness in Mentally Retarded Children

Council review ◽

10.1177/001440296903500802 ◽

1969 ◽

Vol 35 (8) ◽

pp. 609-616 ◽

Cited By ~ 8

Author(s):

Jerome D. Schein ◽

John A. Salvia

Keyword(s):

Sex Differences ◽

General Population ◽

Color Vision ◽

Mentally Retarded ◽

Color Blindness ◽

Instructional Materials ◽

Normal Children ◽

Color Blind ◽

Mentally Retarded Children

Recent studies of mentally retarded children have found substantially higher rates of color blindness than are usually reported for the general population. In 2 of these studies, sex differences in color blindness, invariably found in intellectually normal children, do not appear. Reanalysis of data from one of the studies of retarded children suggests the possibility that the high rates arise from the difficulty in comprehending the test and following the directions rather than from faulty color vision. However, even if the number of color blind retarded children is actually lower than these studies show, the need for research on this topic seems apparent. Using color dependent instructional materials with color blind, mentally retarded children may be detrimental.

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Race, Four Farms, and a City: Color Blindness and the Austin, TX, Urban Farm Debate

Humanity & Society ◽

10.1177/0160597618814880 ◽

2018 ◽

Vol 43 (3) ◽

pp. 227-249

Author(s):

Deborah A. Harris ◽

Rachel Romero

Keyword(s):

Racial Inequality ◽

Local Community ◽

Color Blindness ◽

Alternative Food ◽

People Of Color ◽

Alternative Food Movement ◽

Community Activists ◽

Key Factor ◽

Two Sides ◽

Racial Ethnic

Austin, TX, was the site of a three-year debate between urban farmers and their supporters and local community activists about how to rewrite an outdated farm code. There was tremendous animosity between the two groups and, despite efforts at mediation, the two sides were unable to reach compromise. To understand more about how these two groups came into conflict, we interviewed 26 local stakeholders about their views and experiences during the farm code debate and found that issues of race and racial inequality were a key factor in the continuing mistrust. We found that farmers and their supporters attempted to frame the debate and its racial undertones by highlighting their racial–ethnic minority supporters, describing their businesses as reclaiming East Austin’s agricultural past, and arguing that the only issue that should matter in redrawing the farm ordinance should be how to best help farmers provide healthy food to the community. We argue that the farmers’ responses draw from a discourse of whiteness and color blindness that can be harmful to People of Color and link their views to larger critiques that the alternative food movement and individual alternative food projects can be exclusionary.

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How diverse are the samples used to study intimate relationships? A systematic review

10.31234/osf.io/c6qfy ◽

2021 ◽

Author(s):

Hannah Camille Williamson

Keyword(s):

Systematic Review ◽

Low Income ◽

Science Studies ◽

Underrepresented Groups ◽

White American ◽

Psychological Science ◽

Diversity And Inclusion ◽

Gender Minorities ◽

Broad Array ◽

And Gender

Psychological science has long suffered from a lack of diversity in the samples used to study a broad array of phenomena. In an attempt to push psychological science toward a more contextually-informed approach, multiple subfields have undertaken meta-science studies of the diversity and inclusion of underrepresented groups in their body of literature. The current study is a systematic review of the field of relationship science aimed at examining the state of diversity and inclusion in this field. Relationship-focused papers published in five top relationship science journals from 2014-2018 (N = 538 articles, containing 750 unique studies) were reviewed. Studies were coded for research methods (e.g., sample source, dyadic data, observational data, experimental design) and sample characteristics (e.g., age, education, income, race/ethnicity, sexual orientation). Results indicate that the modal participant in a study of romantic relationships is 30 years old, White, American, middle-class, college educated, and involved in a different-sex, same-race relationship. Additionally, only 68 studies (9%) focused on traditionally underrepresented groups (i.e., non-White, low-income, and/or sexual and gender minorities). Findings underscore the need for greater inclusion of underrepresented groups to ensure the validity and credibility of relationship science. We conclude with general recommendations for the field.

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Organizational commitment to diversity, equity, and inclusion: A strategic path forward

American Journal of Health-System Pharmacy ◽

10.1093/ajhp/zxab322 ◽

2021 ◽

Author(s):

Carla Y White ◽

Ami Patel ◽

Dominique Cossari

Keyword(s):

School Community ◽

Cultural Transformation ◽

Shared Vision ◽

Strategy Development ◽

Organizational Diversity ◽

Diversity And Inclusion ◽

Healthcare Settings ◽

Inclusive School ◽

Equity And Inclusion ◽

Organizational Approach

Abstract Disclaimer In an effort to expedite the publication of articles, AJHP is posting manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time. Purpose To describe an approach to diversity, equity, and inclusion (DEI) strategy development at a school of pharmacy aimed at stakeholder investment and infrastructure that can address systemic challenges in various healthcare settings. Summary The UNC Eshelman School of Pharmacy utilized an organizational approach focused on infrastructure to produce a diverse and inclusive school community. The Office of Organizational Diversity and Inclusion (ODI) established vision and mission statements to represent the school’s commitment and conducted a comprehensive environmental scan to compose a shared vision. Students, faculty, staff, and alumni participated in a series of retreats, symposiums, and focus groups to identify opportunities to cultivate a diverse and inclusive school community. A working group comprised of key leaders in the school developed and launched a 3-year DEI Strategic Plan along with initiatives and metrics for year 1. The plan’s 3 priorities were (1) to recruit and retain diverse talent, (2) to prepare culturally intelligent professionals, and (3) to build an inclusive community. The ODI collaborated with internal and external stakeholders, which included students, faculty, staff, postdocs, alumni, and partners from health systems, industry, and other institutions and organizations, to initiate, implement, and monitor progress through an organizational approach to establish accountability and greater commitment. Conclusion An organizational approach to DEI strategy through stakeholder engagement and infrastructure increased commitment and shared ownership among members of the school community. Applications in an organizational approach can be adapted to multiple healthcare settings to contribute to the cultural transformation necessary to develop a diverse and inclusive healthcare workforce.

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Color-Blind Racism in Pandemic Times

Sociology of Race and Ethnicity ◽

10.1177/2332649220941024 ◽

2020 ◽

pp. 233264922094102

Author(s):

Eduardo Bonilla-Silva

Keyword(s):

Popular Culture ◽

Color Blindness ◽

Differential Mortality ◽

Main Argument ◽

Government Officials ◽

Structural Nature ◽

Color Blind Racism ◽

Color Blind ◽

Tv Shows ◽

Magazine Articles

In this article the author examines how the frameworks of color-blind racism have influenced many topics during the pandemic. Using readily available material from popular culture (TV shows, newspaper and magazine articles, and advertisements) and from statements by government officials, the author examines how color blindness has shaped our national discussion on essential workers and heroes, charity, and differential mortality. The main argument is that color-blind racism is limiting our understanding of the structural nature of the various racial problems coronavirus disease 2019 has revealed, making it difficult to envision the kinds of policies needed to address them. the author concludes by summarizing what these ideological perspectives block from view as well as addressing the nascent discursive cracks that might be used to produce alternative frames for interpreting matters and organizing collective action.

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Exposing Color Blindness/Grounding Color Consciousness

Urban Education ◽

10.1177/0042085911413150 ◽

2011 ◽

Vol 46 (6) ◽

pp. 1195-1225 ◽

Cited By ~ 59

Author(s):

Kerri Ullucci ◽

Dan Battey

Keyword(s):

Teacher Education ◽

Social Science ◽

Teacher Educators ◽

Theoretical Perspective ◽

Color Blindness ◽

Negative Consequences ◽

Multiple Meanings ◽

Color Blind ◽

K 12

As teacher educators we have been struck by the consistency, urgency, and frequency in which students employ color-blind perspectives. This orientation has negative consequences in K-12 settings. In this manuscript, we lay out the multiple meanings of color blindness, drawing from legal, educational, and social science traditions, and offer arguments for color consciousness in education. In addition, we use this theoretical perspective to investigate interventions for countering color blindness in teacher education. Using a framework steeped in the tenets of color consciousness, we draw from scholars as well as our own work to provide interventions designed to challenge color-blind orientations in teachers.

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