Another key publication on the impact of organizational diversity ideologies on employees and applicants—this time exploring the shadow side of promoting identity blindness—led by my wonderful PhD student Kshitij Mor in collaboration with Seval Gündemir and myself.
In this paper, we explore how the common framing of tolerance as positive doesn't always align with how it’s experienced especially by LGBTQ+ employees. In workplaces where diversity is meant to drive innovation, merely being tolerated can undermine inclusion and discourage individuals from contributing authentically.
We find that both organizational and leadership (including managers and supervisors), diversity approaches shape whether LGBTQ+ employees feel truly included or just put up with. Importantly, when both leaders and organizations adopt an identity-conscious approach, perceptions of being tolerated are significantly reduced.
Ensure your diversity values are consistently reflected at all levels of leadership, and don’t stop at tolerance. Genuine inclusion requires visible, identity-affirming action.
Read the paper here (open access)
