Resistance to diversity efforts in organizations information
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Resistance (also referred to as backlash) to diversity efforts in organizations is a well-established and ubiquitous phenomenon[1][2] that may be characterized by thoughts, feelings, or behaviors that undermine the success of diversity-related organizational change initiatives to recruit or retain diverse personnel.[2] The use of such initiatives may be referred to as diversity management.[1][3] Scholars note the presence of resistance to diversity before and after the civil rights movement; as pressures for diversity and social change increased in the 1960s, dominant group members (i.e. Whites) faced workplace concerns over displacement by minorities.[4]
In the workforce, resistance to diversity is often studied as resistance to organizational change, which can be construed as hostile and intentional, as well as a subtler occurrence.[2] Some scholars have deemed the "resistance perspective" as reactive, highlighting psychological and behavioral consequences such as denial, avoidance, defiance or manipulation that serve to maintain the status quo.[4] Other scholars define resistance to diversity as the behavior of both individuals and organizations that may undermine diversity-driven opportunities for "learning and effectiveness", whether intentional or not.[2]
^ abKidder, Deborah L.; Lankau, Melenie J.; Chrobot‐Mason, Donna; Mollica, Kelly A.; Friedman, Raymond A. (2004). "Backlash Toward Diversity Initiatives: Examining the Impact of Diversity Program Justification, Personal and Group Outcomes". International Journal of Conflict Management. 15 (1): 77–102. doi:10.1108/eb022908. S2CID 143383811.
^ abcdThomas, Kecia M. (2012-10-02). Diversity Resistance in Organizations. Psychology Press. ISBN 9781136677533.
^Definition of diversity management. (n.d.). Retrieved December 10, 2017, from http://lexicon.ft.com/Term?term=diversity-management
^ abDass, Parshotam; Parker, Barbara (1999-05-01). "Strategies for managing human resource diversity: From resistance to learning". The Academy of Management Executive. 13 (2): 68–80. doi:10.5465/AME.1999.1899550. ISSN 1558-9080.
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