Gender, Race, and Class in Organizational Contexts

• Published in: American journal of community psychology Vol. 27; no. 3; pp. 327 - 355
• Main Author: Bond, Meg A.
• Format: Journal Article
• Language: English
• Published: New York Kluwer Academic Publishers-Plenum Publishers 01-06-1999; Springer; Plenum Press; Blackwell Science Ltd
• Subjects: Adult; Biological and medical sciences; Cultural Diversity; Female; Fundamental and applied biological sciences. Psychology; gender; Humans; Institutional aspects; Male; Minority Groups; Occupational psychology; Organization and management. Professional relation; organizational contexts; Organizational Culture; Organizations; Participation; Prejudice; Privilege; Psychology, Social; Psychology. Psychoanalysis. Psychiatry; Psychology. Psychophysiology; Race; Race Relations; Sex; Sexes; Social Class; Social Closure; Social Integration; Work Environment; Work Values; workplace diversity; Workplaces; Social environment; Human; Social group; Cultural environment; Race; Sex; Social class; Working condition; Enterprise organization; Social participation
• ISSN: 0091-0562; 1573-2770
• DOI: 10.1023/A:1022229926119

Creating settings that support diversity has been a long‐standing concern of community psychology. In this paper, I propose two qualities as important aspects of organizational contexts that support the meaningful participation of diverse groups:(a) a culture of connection and (b) recognition of multiple “realities.” For each theme, I first examine countervailing values that can undermine meaningful participation of nondominant groups. I suggest that organizational values for independence and a press for sameness can contribute to settings where members of traditionally oppressed groups will be prevented from meaningful participation. I also suggest that fostering a culture of connectedness that actively legitimizes multiple realities is a constructive alternative. To illustrate these points, I share observations based on experiences in manufacturing, educational, and community‐based settings. Then, I explore two dynamics that are important when confronting the countervailing values and building more inclusive contexts: (a) accountability for impact and (b) privilege dynamics. Last, I turn to some possibilities for change through a stance of connected disruption.