Making Diversity, Equity & Inclusion Work - The Revolutionary Psychological Approach You’ve Never Heard Of.
Martyn Newman PhD
Clinical Psychologist specialising in Emotional Intelligence and Mindfulness | Global Thought Leader, Keynote Speaker & Author.
In today's interconnected world, where cultures collide and perspectives intersect, fostering an inclusive environment where every individual is valued, empowered, and represented has moved to centre stage for every business. And while Diversity, Equity, and Inclusion (DEI) initiatives within organizations hold the promise of transformative change, their successful implementation is often fraught with challenges.
The secret to success may lie in the application of a little known psychological theory, discovered by a famous psychologist.
In 1956, an American psychologist Gordon Allport travelled to South Africa where one of the most repressive and violent political systems ever conceived had recently been imposed – Apartheid. Allport set out not only to understand prejudice but how to prevent it. And he found the solution. Contact. As simple as that.
Allport suspected that when we don’t know people we speculate on how different they are from us. But by having contact with people under certain conditions reduced prejudice, increased intergroup harmony, and enhanced positive attitudes.
Three Essential Psychological Conditions
Allport described three distinctive interactive conditions that are necessary -?equal status contact; cooperative independence, and support from authority. While I have to admit that, at least initially, Contact Theory may sound a little simplistic and na?ve, but the reality?is that decades of research, including more than 515 published studies confirm that it works.
1. Equal Status Contact
First, when individuals from different groups interact on equal footing, hierarchies and status differentials are minimized. This levels the playing field, reducing the potential for prejudice and promotes a sense of shared identity.
By creating platforms where employees from diverse backgrounds collaborate on projects, share ideas, and work in teams of equal status, breaks down barriers, reduces prejudice, and promotes the view that everyone's contribution is valuable.
2. Cooperative Interdependence
Second, when individuals from different groups collaborate toward a common goal, they become interdependent. This necessitates cooperation and interaction, fostering positive attitudes and reducing negative stereotypes
领英推荐
This can be achieved through cross-team projects, where individuals must rely on each other's expertise to succeed. For example, by assigning employees from different departments to work together on a project, organizations create an environment where success is dependent on collaboration, leading to positive intergroup attitudes
3. Support of Authority
When legitimate authorities, such as organizational leaders, endorse and support intergroup interactions, it sends a clear message that such interactions are not only acceptable but also valued. This can help mitigate resistance and anxiety related to cross-group interactions.
By visibly endorsing and participating in diversity and inclusion initiatives, leaders send a powerful message that these efforts are not optional but integral to the company's values. Consider a scenario where the CEO actively participates in diversity training sessions, demonstrating the organization's commitment to inclusivity from the top down
Just One More Thing…
Of course, the supreme example of how this worked in the South African context was personified by Nelson Mandela. By comparison with the sociological and political complexities of South Africa, creating these external structures and conditions in a contemporary organisational context can be achieved much more easily. Nevertheless, they still assume that individuals possess a high degree of emotional intelligence (EI) such as that demonstrated by leaders like Mandela.
And I contend that when properly understood and applied using the competencies of emotional intelligence, such as empathy, relationship skills, and adaptability, contact theory offers a powerful lens through which organizations can develop cultures that foster harmonious relationships among diverse employees, promoting a more inclusive and productive work environment.
And just as any other organizational initiative, it's important to measure the effectiveness of diversity and inclusion efforts. Conduct assessments of emotional intelligence and build EI competencies using tools such as the ECR, gather feedback, and track key performance indicators to assess the impact of Contact Theory-inspired interventions.
The principles of Contact Theory, deeply rooted in social and emotional intelligence, offer a path toward lasting change and a future where diversity is not just celebrated but embraced as a driving force behind organizational success.
References: