A Closer Look at the Business Case for Diversity: The Tangled Web of Equity and Epistemic Benefits

Abstract

This article examines the business case for diversity (BCD), according to which diversity should be promoted because diverse groups outperform nondiverse groups. Philosophers who defend BCD usually propose that diversity’s positive effects are contingent on equitable background conditions that promote respectful and open discourse, suggesting that efforts to promote equity and to reap the benefits of diversity go hand-in-hand. Yet we explain how epistemic benefits of diversity can depend on inequities, including inequalities of intellectual authority along the lines of social identity. Consequently, we propose a more complete account of the complex relationship between equity and epistemic benefits of diversity.

Reconciling the Business Case and the Social Justice Case for Diversity: A Model of Human Relations

“…Although the business case promotes a broad range of diversity perspectives, observable forms of human difference can counteract the benefits and produce negative reactions of prejudice and discrimination (Fehr, 2011; Steel & Bolduc, 2020). The problem is that the business case draws attention to individual difference, conceals inequalities, and neutralizes a group’s history of antagonism, hate, and struggle (Ahmed, 2007).…”

“…Absent in the assumption that diverse groups can leverage their difference is the influence of implicit stereotyping, microaggressions, and similar prejudicial behaviors that can determine the course of social relations (Banaji et al, 1993). Another consideration is that the business case produces an unfair expectation for diverse people to produce an organizational advantage that is associated with their social identity, a phenomenon referred to as the diverse person's burden (Steel & Bolduc, 2020).…”

“…However, if diversity is recognized for the value it brings, it would be beneficial for leaders and decision makers to consider a more holistic way of thinking about diversity without jeopardizing financial success. Finally, while the business case for diversity promotes economic, reputational, and competitive advantages, increased diversity has the potential to increase discrimination, prejudice, hostile behaviors, and intergroup conflict (Steel & Bolduc, 2020). Studies have sought to discover the cause of these negative acts, but few have sought a cure (Kalev et al, 2006).…”

Epistemic Equality: Distributive Epistemic Justice in the Context of Justification

“…Steel and Bolduc (2020) argue that some of the epistemic benefits of diversity depend on the existence of inequality between members, because the value of some members' perspectives comes from the fact that they are differently located in the social hierarchy. We acknowledge this point, and note that our account, as a complex equality account, does not aim at equating people in all aspects, but only with respect to their participation in and influence over communal knowledge generation.…”

GIFTS: Framing Understanding Implicit Bias as a Professional Skill to First-Year Students

“…One of the elements of these changes is that the curriculum must include "content that ensures awareness of diversity, equity, and inclusion for professional practice consistent with the institution's mission." [8] Experience with the pilot study will be used to inform future modification of the criteria to incorporate DEI principles.…”