Interdependent Values Render Diversity Equity and Inclusion Initiatives More Successful

Birnbaum, Hannah Joelle

doi:https://doi.org/10.21985/n2-jj0z-5w19

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Interdependent Values Render Diversity Equity and Inclusion Initiatives More Successful

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Racial and economic disparities in education, employment, and wealth continue to pervade modern U.S. society—and American workplaces reflect and reinforce these vast inequalities. In response, organizations spend an estimated $8 billion annually on diversity, equity, and inclusion (DEI) initiatives. Despite these efforts, many DEI initiatives have limited success. My dissertation identifies a novel factor that can help to explain why DEI initiatives often fall short and how they can be more successful—although DEI initiatives are often framed in terms of independent values, interdependent values are necessary to render them more effective. In Chapter 1 of my dissertation, I describe my overarching theory for why interdependent values can render DEI initiatives. I also present a summary of three elements of interdependent values that have potential to improve the success of DEI initiatives: (1) recognizing how social contexts shape individuals (2) prioritizing the social or collective benefits of diversity, and (3) valuing people’s social group memberships. In Chapter 2, I assess how the recognition that social contexts shape individuals (i.e., endorsing external attributions) drives people to advocate for greater equality. In Chapter 3, I examine whether framing the purpose of DEI as a means to prioritize the social or collective benefits of diversity (i.e., a moral case for diversity) can foster more stable support for DEI initiatives. Finally, in Chapter 4, I test whether framing DEI in terms of valuing people’s social group membership (i.e., multiculturalism) can improve the outcomes of historically underrepresented groups in organizations. I include a brief discussion of my overall dissertation in Chapter 5.

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