Associated with distinct effects on intergroup relations
Diversity ideology refers to individual beliefs regarding the nature of intergroup relations and how to improve them in culturally diverse societies.[1] A large amount of scientific literature in social psychology studies diversity ideologies as prejudice reduction strategies, most commonly in the context of racial groups and interracial interactions. In research studies on the effects of diversity ideology, social psychologists have either examined endorsement of a diversity ideology as individual difference or used situational priming designs to activate the mindset of a particular diversity ideology. It is consistently shown that diversity ideologies influence how individuals perceive, judge and treat cultural outgroup members. Different diversity ideologies are associated with distinct effects on intergroup relations, such as stereotyping and prejudice, intergroup equality, and intergroup interactions from the perspectives of both majority and minority group members.[2] Beyond intergroup consequences, diversity ideology also has implications on individual outcomes, such as whether people are open to cultural fusion and foreign ideas, which in turn predict creativity.[3]
There are two major categories of diversity ideology that are frequently compared and contrasted with each other: colorblindness and multiculturalism. Both ideologies have been shown to have mixed effects on intergroup relations: in general, colorblind ideology is associated with lower stereotyping but greater prejudice, especially implicit prejudice. On the other hand, multicultural ideology is associated with greater stereotyping but reduced prejudice, including both implicit and explicit prejudice.[4] The ideologies are differently accepted by majority and minority groups, and often lead to divergent outcomes for groups depending on their position in the social hierarchy. Besides the two most commonly studied diversity ideologies, there is another emerging ideology termed polyculturalism. Research suggests that polyculturalism has mostly positive implications for intergroup attitudes, but given the novelty of this ideology, further exploration of its full spectrum of effects is needed.[5]
The supporters of diversity ideologies suggest that diversity and equality in the workforce, including at senior level, can increase company profits while providing morale and fairness, as Dr Miranda Brawn, diversity campaigner and founder of The Miranda Brawn Diversity Leadership Foundation have said.[6]
^Rosenthal, Lisa; Levy, Sheri R. (2010). "The Colorblind, Multicultural, and Polycultural Ideological Approaches to Improving Intergroup Attitudes and Relations". Social Issues and Policy Review. 4 (1): 215–246. doi:10.1111/j.1751-2409.2010.01022.x. ISSN 1751-2409. S2CID 42041040.
^Plaut, Victoria C.; Thomas, Kecia M.; Hurd, Kyneshawau; Romano, Celina A. (2018-05-14). "Do Color Blindness and Multiculturalism Remedy or Foster Discrimination and Racism?". Current Directions in Psychological Science. 27 (3): 200–206. doi:10.1177/0963721418766068. ISSN 0963-7214.
^Cho, Jaee; W. Morris, Michael; Slepian, Michael L.; Tadmor, Carmit T. (2017-03-01). "Choosing fusion: The effects of diversity ideologies on preference for culturally mixed experiences". Journal of Experimental Social Psychology. 69: 163–171. doi:10.1016/j.jesp.2016.06.013. ISSN 0022-1031.
^Sasaki, Stacey J.; Vorauer, Jacquie D. (2013). "Ignoring Versus Exploring Differences Between Groups: Effects of Salient Color-Blindness and Multiculturalism on Intergroup Attitudes and Behavior". Social and Personality Psychology Compass. 7 (4): 246–259. doi:10.1111/spc3.12021. ISSN 1751-9004.
^Rosenthal, Lisa; Levy, Sheri R. (2013). "Thinking about Mutual Influences and Connections across Cultures Relates to More Positive Intergroup Attitudes: An Examination of Polyculturalism". Social and Personality Psychology Compass. 7 (8): 547–558. doi:10.1111/spc3.12043. ISSN 1751-9004. S2CID 144093250.
^"Why mentoring and diversity works: Dr Miranda Brawn". Brummell. 2019-07-31. Retrieved 2021-12-12.
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