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Book part
Publication date: 1 August 2008

Denise Lewin Loyd, Judith B. White and Mary Kern

Research and theory on diversity in organizations tends to examine relations between the majority and minority and to overlook relations within the minority. In this…

Abstract

Research and theory on diversity in organizations tends to examine relations between the majority and minority and to overlook relations within the minority. In this chapter we explore the dynamics within a minority that represents a token percentage (less than 15%) of the larger group (Kanter, R. M. 1977b). We argue that members of a minority sub-group are subject to inter-group and intra-group pressures and that these pressures are greatest for a minority of two. We introduce the term “duo-status” to describe this two-token situation and examine the positive, neutral, and negative dynamics that result depending on the coping strategy chosen by each member of the duo.

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Diversity and Groups
Type: Book
ISBN: 978-1-84855-053-7

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Book part
Publication date: 11 July 2006

Denise Lewin Loyd and Katherine W. Phillips

Evaluations play an important role in an organization's efforts to increase diversity. In this chapter we discuss two common evaluation biases – out-group discrimination…

Abstract

Evaluations play an important role in an organization's efforts to increase diversity. In this chapter we discuss two common evaluation biases – out-group discrimination and in-group favoritism – that are particularly relevant for concerns of increasing diversity. We examine the ethical implications of these biases, as well as the reasons individuals attempt to avoid displaying them. Some research has considered the adjustments individuals make to avoid the appearance of out-group discrimination (Carver, Glass, & Katz, 1978; Gaertner & Dovidio, 1986); however, little research has considered the adjustments individuals may make to avoid the appearance of in-group favoritism. We discuss two critical factors that may impact when the latter adjustment is more likely to occur: the relative size and status of subgroups. Paradoxically, these adjustments may negatively impact organizational efforts to increase the diversity of their work force. We discuss the implications for evaluation processes (e.g., hiring, firing, promotion) in organizations.

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Ethics in Groups
Type: Book
ISBN: 978-1-84950-405-8

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Book part
Publication date: 11 July 2006

Abstract

Details

Ethics in Groups
Type: Book
ISBN: 978-1-84950-405-8

To view the access options for this content please click here
Book part
Publication date: 1 August 2008

Abstract

Details

Diversity and Groups
Type: Book
ISBN: 978-1-84855-053-7

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