Page 77 - Discrimination at Work The Psychological and Organizational Bases

RIORDAN, SCHAFFER, STEWART
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A MODEL OF RELATIONAL DEMOGRAPHY THROUGH
THE LENS OF DISCRIMINATION
This review of the literature of relational demography through the lens
of discrimination is depicted in Fig. 3.1. This model does not attempt to
capture the potential positive effects of being in the minority in a work
group; rather the figure consolidates the research and theory on relational
demography as it relates to the negative effects of discrimination.
Several interesting issues become apparent in viewing the relational
demography research from a discrimination perspective:
1. Relational demography research has typically focused on the perspec­
tive of the individual in the minority and his/her reactions to being
different; relational demography research has not focused on those in
the majority and their reactions to and treatment of the person that is
different.
2. Relational demography research has tended to take a singular approach
to diversity, examining one characteristic (e.g., race) at a time, or has
simply aggregated two or more dimensions of diversity (e.g., Chatman
& Flynn, 2001), failing to fully account for group members' multiple
characteristics or identities, the combinations of which likely impact
work group processes and group member experiences.
3. The majority of relational demography research has focused on sec­
ondary or more distal outcomes, such as the job satisfaction and organi­
zational commitment of the person that is different, rather than exam­
ining more proximal outcomes such as perceptions of discrimination,
perceptions of unfair treatment, and so forth.
4. Future research on relational demography needs to incorporate contex­
tual and personal factors as moderators.

View from Minority and Majority Perspective

As depicted in this model, it is important to note that relational demogra­
phy should be viewed from how the minority and majority work group
members react to the work environment, including how those in the ma­
jority treat those in the minority. That is, recognizing the majority's cog­
nitive reactions and behavioral manifestations toward those that are de­
mographically dissimilar deepens explanations for why individuals may
react negatively when they are demographically dissimilar. In Fig. 3.1, we
suggest that the cognitive reactions of majority members are a powerful in­
fluence over their behavioral treatment of those who are demographically