Resistance to diversity efforts in organizations (original) (raw)
Resistance (also referred to as backlash) to diversity efforts in organizations is a well-established and ubiquitous phenomenon 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. The use of such initiatives may be referred to as diversity management. 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.
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| dbo:abstract | Resistance (also referred to as backlash) to diversity efforts in organizations is a well-established and ubiquitous phenomenon 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. The use of such initiatives may be referred to as diversity management. 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. 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. 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. 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. (en) |
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| rdfs:comment | Resistance (also referred to as backlash) to diversity efforts in organizations is a well-established and ubiquitous phenomenon 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. The use of such initiatives may be referred to as diversity management. 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. (en) |
| rdfs:label | Resistance to diversity efforts in organizations (en) |
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