Advancing Antiracism, Diversity, Equity, and Inclusion in STEMM Organizations Beyond Broadening Participation (2023) / Chapter Skim
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7 Diverse Work Teams: Understanding the Challenges and How STEMM Professionals Can Leverage the Strengths
7 Diverse Work Teams: Understanding the Challenges and How STEMM Professionals Can Leverage the Strengths
Pages 199-218
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From page 199... ...
This is driven, in part, by a key finding demonstrating that numeric diversity alone is necessary but insufficient to help produce positive team performance. Numerous challenges can threaten performance, including anxiety about working with people from other race and ethnicity groups and prevalent mistreatment targeting minoritized individuals.
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Further, a body of research finds that attending to teamwork contexts may also help facilitate prejudice reduction among individuals. We end by concluding that STEMM professionals who want to help advance antiracism, diversity, equity, and inclusion (ADEI)
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There is opportunity within STEMM for the formation of diverse teams along racial and ethnic backgrounds if numeric diversity increases, but as will be explored through this chapter, the formation and maintenance of effective diverse teams depends on a number of factors that go beyond numeric representation alone. RACIAL AND ETHNIC DIVERSITY WITHIN TEAMS: IMPACT ON TEAM PERFORMANCE It has been long theorized that racially and ethnically diverse teams may yield more positive performances on outcomes like innovation and creativity, as compared to racially and ethnically homogenous teams.
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. Third, a numerically diverse team does not ensure that the team will also be antiracist, equitable, and inclusive of minoritized individuals.
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For instance, one study examined two years of data on racial composition, employee attitudes, and their impact on team performance. The researchers found that when White and minoritized team members perceived the team environment as supportive, there was a positive association between team diversity and bottom-line performance (Ely et al., 2012)
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THE CONTACT HYPOTHESIS: REDUCING PREJUDICE THROUGH INTERRACIAL INTERGROUP CONTACTS In addition to considering how team diversity may impact performance, a related body of research has examined another outcome, namely prejudice reduction. This substantial body of research has investigated whether contact between individuals from multiple racial and ethnic groups may help reduce bias.
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Using a variety of research methods, the study team sought to examine the effect of intergroup contact on two distinct outcomes. These included the rates of blatant dehumanization of outgroup individuals and meta-dehumanization (i.e., perception that ingroup members will be dehumanized by the outgroup)
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. These structures encourage a more numerically diverse workforce, and in theory the formation of diverse work teams, although data show that certain minoritized racial and ethnic groups continue to be highly underrepresented (see previous chapters)
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Additional research examining intergroup contact in STEMM, from the perspective of minoritized individuals is also needed. One recent study sought to examine whether interracial intergroup contact at work was associated with reductions in racial bias.
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. Intergroup Contact Contributions to Individuation Intergroup contact may result in reductions in prejudice toward outgroup members because it provides greater opportunity for individuation to occur among diverse team members as they get to know each other and form relationships.
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. INGROUP FAVORITISM AS A BARRIER TO THE DIVERSIFICATION OF STEMM TEAMS Although there is evidence that diverse teams can yield positive outcomes, diverse teams also require energy from members to communicate through differences and wrestle with conflicts in values and perceptions of norms.
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. Resegregation is a barrier that may also have major implications for understanding prejudice reduction in the context of STEMM teams.
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. MYTHS ABOUT RACIAL PROGRESS In this chapter, we have summarized the research showing that when gatekeepers and minoritized individuals come together to form diverse teams, they encounter both challenges and opportunities.
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CONCLUSION 7-1: For teams in science, technology, engineering, math ematics, and medicine organizations, increased numeric representation of minoritized individuals is critical; however, numeric diversity alone is an insufficient condition to produce positive team performance. Conditions that foster inclusion are also essential.
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Increase the numeric representation of minoritized individuals on • teams by working toward building a critical mass, a necessary but not sufficient attribute of building an inclusive environment. Create team norms that centralize a positive climate, in which it • is known that all team members, including minoritized individu als, are supported, heard, and respected.
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. Exploring relationship between team diversity, psychological safety and team performance: Evidence from pharmaceutical drug develop ment.
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. Allport meets internet: A meta-analytical investigation of online intergroup contact and prejudice reduction.
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Predictors of intergroup contact and drivers of contact seeking. Journal of Social Issues, 77(1)
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. Intergroup contact theory.
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. Individuation training with other-race faces reduces preschoolers' implicit racial bias: A link between perceptual and social representation of faces in children.
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