Co-Opting Diversity

One program of research examines ways in which majority group members attempt to fit into “diversity,” despite not fitting the prototype of who contributes to diversity (i.e., underrepresented and oppressed groups). For example, organizations increasingly opt for a broad definition of diversity that focuses on diversity in perspectives and skills in order to make majority group members more included (Kirby & Pascual, under review). By reducing their focus on groups legally protected from discrimination, however, people of color and sexual minorities perceive these broad definitions as diluting diversity, or detracting from the original intention of diversity initiatives. They are also less interested in organizations with a broad definition, and sexual minorities are less willing to disclose their sexual identity when considering organizations with broad definitions. Additionally, broadened definitions are also associated with lower representation of oppressed groups (Hildebrand, Kirby, & Kung, in progress).

 

Finally, majority groups fit into diversity by adopting minority group’s cultural practices (i.e., cultural appropriation). White people who appropriate minority cultures experience more connection with, empathy towards, and willingness to engage in collective action for cultural minority groups (Gündemir, Carter, Galinsky, Kirby, in prep). However, these benefits may be one-sided – appropriated groups perceive appropriation negatively (Kirby et al., under review), particularly when it is motivated by uniqueness needs (Gündemir, Carter, Galinsky, Kirby, in prep). Taken together, these findings suggest an important disconnect between perceptions of appropriators and those whose culture is appropriated.

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