No one wants to be treated unfairly.
So, if EDI initiatives are intended to help ensure that everyone is treated fairly, why do they sometimes trigger opposition? Which EDI initiatives are effective and more likely to be well-received?
These are some of the questions at the center of U of G Professor Leanne Son Hing’s psychology research. Dr. Son Hing is a leading researcher of EDI in organizations who recently presented some of her findings at an on-campus event organized by CSAHS. Her findings help to answer these critical questions.
First, let’s quickly review the core EDI concepts Dr. Son Hing uses in her research.
- Equity is the extent to which fair access, opportunity, and advancement is possible for all people. Equity is about creating an equal playing field.
- Diversity is the range of different identities and functions of individuals within an organization. When diversity is valued all group members are valued and included.
- Inclusion is present when all team members are included in formal and informal ways and each team member feels a sense of belonging. Inclusion doesn’t force people to assimilate into a dominant culture and each member feels that they can share their authentic selves.
EDI Initiatives: What Drives Support and What Triggers Opposition?
Many organizational leaders today, including Principal Investigators and Research Team Leaders, are committed to advancing EDI. But what works and what doesn’t? Let’s break down the key factors highlighted in Dr. Son Hing’s research:
What triggers opposition to EDI initiatives?
- Engrained prejudice is associated with opposition to EDI initiatives, in other words, people who firmly believe in the inherent supremacy of some groups over others oppose EDI
- Low awareness of discrimination and disadvantage is associated with opposition to EDI, in other words, people oppose programs they don’t believe are needed
- Perception that EDI does not align with meritocratic principles leads to opposition to EDI, in other words, people oppose programs they perceive as unfair
What factors lead to support for EDI?
- Learning about discrimination, disadvantage, and inequity leads to support for EDI, in other words, people support EDI when they see the need
- Meritocracy concerns lead to support for EDI when it’s understood that discrimination leads to unfairly excluding members of marginalized groups despite merit, in other words, people support EDI when they see it as strengthening the merit principle and increasing fairness
Download this quick reference guide for EDI Initiatives: Positive versus Negative Reactions.
Which kinds of EDI initiatives does research demonstrate are most likely to be effective and garner wide support?
- Helping people understand the need for EDI programs by highlighting the negative impacts of discrimination for individuals and for organizations
- Accountable EDI leadership that tracks and measures change
- Increased access to mentoring
- Demonstrating the benefits of a more positive diversity climate for everyone
Interested in learning more about EDI Initiatives and Concepts?
For additional details on the work of Dr. Leanne Son Hing please consult her website Professor Leanne Son Hing – WIDE GEN Lab (uoguelph.ca).
To consult about applying these principles to your own work to advance EDI in your lab or research program, please contact Joanne Garcia-Moores, IEDI Advisor in Research, Research Services Office at jmoores@uoguelph.ca