RETHINKING DIVERSITY STRATEGIES: AN APPLICATION OF PARADOX AND POSITIVE ORGANIZATION BEHAVIOR THEORIES

Diversity is a topic that is garnering much attention in society and organizations. Unfortunately, diversity initiatives have the potential to focus only on diversity while essentially neglecting an equally important element: unity. This is problematic because diversity and unity represent an organizational paradox in terms of being seemingly contradictory yet interdependent elements that persist over time. In line with this notion, we identify two prototypical categories of strategy to address diversity: (a) woke and (b) integrative. “Woke strategies” take a single-edged approach to diversity, whereby concerns for diversity are pursued without concern for potentially detrimental effects on unity. Conversely, “integrative strategies” simultaneously activate the advantages of both diversity and unity while neutralizing their downsides. In support of this reasoning, we also refer to positive organizational behavior theory that would suggest that “woke” strategies may run counter to the development of psychological capital on the part of both minority and majority group members. Despite the arguments in this article, it is clear that further research is necessary to better understand these alternative approaches to diversity, as well as their effects on individuals, organizations, and society as a whole. Thus, we conclude with a consideration of research needs, as well as practical and policy implications.