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Resistance (also referred to as backlash) to diversity efforts in organizations is a well-established and ubiquitous phenomenon [1] [2] 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. [2]
Managing diversity is more than simply acknowledging differences in people. [26] A number of organizational theorists have suggested that work-teams which are highly diverse can be difficult to motivate and manage for a variety of reasons. A major challenge is miscommunication within an organization.
The demographic diversity of members of a team describes differences in observable attributes like gender, age or ethnicity. Several studies show that individuals who are different from their work team in demographic characteristics are less psychologically committed to their organizations, less satisfied and are therefore more absent from work. [2]
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Though national diversity may sometimes lead to conflicts and poor internal communication among team members due to differing ideas of a team and its operation, [76] when managed correctly, virtual teams enable firms to take advantage of diverse and creative viewpoints. Notably, virtual teams are susceptible to intrapersonal identity conflict ...
Even the most high-performing teams will revert to earlier stages in certain circumstances. Many long-standing teams go through these cycles many times as they react to changing circumstances. For example, a change in leadership may cause the team to revert to storming as the new people challenge the existing norms and dynamics of the team.
Following the murder of George Floyd in 2020, some companies made substantial commitments to racial equity by establishing dedicated diversity, equity, and inclusion teams. [75] In early 2024, the Washington Post reported that there is a trend in corporate America to reduce DEI positions and delegate the work to external consultants. [ 75 ]
Functional diversity encapsulates the cognitive resource diversity theory, which is the idea that diversity of cognitive resources promotes creativity and innovation, problem solving capacity, and organizational flexibility. Functionally diverse teams “consist of individuals with a variety of educational and training backgrounds working ...