The Triple Threat That Makes Minority Groups Sabotage Diversity & Inclusion [Research Breakdown]

There’s an assumption that increasing the number of underrepresented groups in the selection process will eventually result in more underrepresented groups being chosen for senior opportunities.

Find out about research that says the exact opposite!

Here are some key messages from this episode:

  • The Triple Threat that makes members of underrepresented groups block Diversity & Inclusion
  • The research that shows how women can be biased against other women in the workplace
  • The relationship between the Triple Threat and the important concept of Identity Work and much much more

Play the episode for more.

Here are some key takeaways from this episode:

The Triple Threat that makes underrepresented groups block Diversity & Inclusion

I explain why having someone who belongs to an underrepresented group as part of a selection process can reduce the likelihood of an underrepresented candidate being selected for a job:

“Having a woman on the selection panel can harm the chances of a woman being selected, having an LGBT person on the selection panel can harm the chances of an LGBT person being selected!”

The research that shows how women can be biased against other women in the workplace:

I explain the threats that have been shown to why women will stand in the way of gender diversity:

“There is empirical evidence to show that these threats lower women’s preferences for working with other women in the same work group”

The Relationship between the Triple Threat and the Concept of Identity Work

I explain how the Triple Threats are indicative of Identity Work:

“She couldn’t just do her job, she had to reflect on her own identity and how that would be perceived before making what others may consider to be a simple operational decision. This is identity work and can be exhaustive”

Here are some resources so you can go deeper

“Can Diversity Beget Diversity?: Favoritism threat and its effect on advocacy for similar others”

Check out these related episodes of the show.

A Beginner’s Guide To Identity Work And Why You Need To Understand It To Promote Diversity & Inclusion

How Favouritism Threat Turns Diversity Advocates Like You into Diversity Opponents

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences