By Kecia M. Thomas
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Extra resources for Diversity Resistance in Organizations (Applied Psychology)
These forms of diversity resistance are especially dangerous because the individuals and leadership teams involved are frequently unaware of the harm they inflict on marginalized workers, and it is difficult for them to accept their practices or policies as averse to diversity. Subsequently, subtle and frequently well meaning and good intentioned forms of diversity resistance are rarely changed because those who perpetuate them are rarely motivated to eliminate them (Mio & Awakuni, 2000). Silence, as an individual action and as a cultural norm, is another important subtle manifestation of diversity resistance that rarely gets discussed.
G. , pp. 7–24). Chicago, IL: Nelson-Hall. Tatum, B. D. (1992). Talking about race, learning about racism: The application of racial identity development theory in the classroom. Harvard Educational Review, 62(1), 1–24. Tatum, B. D. (1999). Why are all the black kids sitting together in the cafeteria? And other conversations about race. New York: Basic Books. Thomas, D. , & Ely, R. J. (1996). Making differences matter: A new paradigm for managing diversity. Harvard Business Review, September– October, 79–90.
Thomas and Victoria C. Plaut As we commemorate EEOC’s 35th anniversary this summer, it is sad to note the increase in recent years of the same type of behavior which compelled our nation to act 36 years ago. Ida L. S. Equal Employment Opportunity Commission Resistance to diversity is not a new or emerging issue. Every society and culture has confronted resistance to new immigrants, diverse ideologies, and simply different ways of being. The arguments against the abolition of slavery, voting and civil rights (Van Buren, 1996; Dass & Parker, 1999), and continuing debates about domestic partner and immigration legislation suggest that even in the twentyfirst century, the United States still struggles with issues related to race, color, culture, language, and sexual identity.