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Gender, Race, and Class in Organizational Contexts
Author(s) -
Bond Meg A.
Publication year - 1999
Publication title -
american journal of community psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.113
H-Index - 112
eISSN - 1573-2770
pISSN - 0091-0562
DOI - 10.1023/a:1022229926119
Subject(s) - privilege (computing) , social connectedness , sociology , constructive , social psychology , accountability , organizational culture , public relations , diversity (politics) , psychology , political science , process (computing) , computer science , anthropology , law , operating system
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.