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
Check out these related episodes of the show.
Whenever you’re ready, there are a few ways I can support your Inclusion Journey: