The Sage handbook of psychological perspectives on diversity, equity, and inclusion / edited by Victoria M. Esses, John F. Dovidio, Jolanda Jetten, Denise Sekaquaptewa, Keon West.

Format:

Book

Contributor:

Esses, Victoria M., editor.

Dovidio, John F., editor.

Jetten, Jolanda, editor.

Sekaquaptewa, Denise, editor.

West, Keon, editor.

Language:

English

Subjects (All):

Multiculturalism.

Personnel management.

Diversity in the workplace--Management.

Diversity in the workplace.

Social justice.

Psychology, Industrial.

Social psychology.

Physical Description:

1 online resource (781 pages)

Place of Publication:

London : Sage, [2026]

Summary:

The SAGE Handbook of Psychological Perspectives on DEI is the definitive guide to understanding, advancing, and defending diversity, equity, and inclusion in a rapidly changing world.

Contents:

Cover

Half Title

The Sage Handbook of Psychological Perspectives on Diversity, Equity, and Inclusion

Copyright

Dedication

Contents

Notes on Editors and Contributors

Editors

Contributors

Preface

Part 1: Introduction to DEI

1. Psychological Perspectives on Diversity, Equity, and Inclusion

Psychological Contributions to Diversity, Equity, and Inclusion

DEI Challenges

Why Publish This Book and Why Now?

Diversity, Equity, and Inclusion: A Multidimensional Perspective

Organization of the Book and Chapter Overviews

Foundations for Understanding and Promoting DEI

Dynamic Processes for Understanding and Promoting DEI

Strategies for Promoting DEI

Understanding and Promoting DEI for Specific Groups

Understanding and Promoting DEI in Specific Sectors and Contexts

Where Next for DEI?

References

Part 2: Foundations for Understanding and Promoting DEI

2. Research Considerations for Fostering and Evaluating Diversity, Equity, and Inclusion Initiatives in Organizations

Mechanisms for Explaining Versus Changing Diversity, Equity, and Inclusion

From Mechanisms to Methods for Change

Diagnose the Problem

Develop Prospective Intervention Strategies

Rigorously Test the Intervention

Implement the Intervention

But Does It Work? Methods for Evaluating the Effects of DEI Efforts

Future Directions: The Importance of Adopting Systematic Methods to Improve DEI

Conclusion

3. Developmental Perspectives on Diversity, Equity, and Inclusion

Why Development?

Dimensions of DEI in the Developmental Context

Intergroup Social Cognition in the Developmental Context

Theoretical Takeaways

Empirical Takeaways

Sex/Gender

Race/Ethnicity

Other social categories

Limitations of This Work

Summary of DEI Initiatives in the Developmental Context.

Conversation

Children's Books

Intergroup Contact

Classroom

Limitations and Future Directions for DEI Research in the Developmental Context

4. Implicit Bias: What Is It and How Does It Matter for Diversity, Equity, and Inclusion?

Implicit Bias as Unconscious Bias

Underlying Mechanisms

Significance for DEI

Implicit Bias as Bias on Indirect Measures

Unconscious Versus Unintentional Bias

Prediction of Behavior

Individual Versus Systemic Bias

Open Questions

Conclusions

5. The Developmental and Neuroscience Foundations of Social Bias Formation: Implications for Interventions

Brain Correlates of Semantic Learning and Memory

Early Sensitivity to Social Cues

Face Exposure in Infancy

Categorization and Emotion Processing

Pavlovian Conditioning

Social Referencing and Observational Learning

Social Referencing

Observational Learning

Instrumental Learning via Social Interactions

Implications for Diversity, Equity, and Inclusion Interventions

Conflict of Interest

6. Social Identity Analysis of Diversity, Equity, and Inclusion

Key Premises of the Social Identity Approach

Identity Management Strategies

The Social Identity Approach Helps to Understand the Psychology of Disadvantaged-Group Members

The Social Identity Approach Helps to Understand the Psychology of Advantaged-Group Members

The Social Identity Approach Helps to Understand How to Enhance Diversity, Equity, and Inclusion

Fostering a Common Identity

Developing a Normative Climate that Emphasizes DEI Values

Recognizing Cognitive Alternatives to the Status Quo

How DEI Initiatives Can Change Perceptions of the Social Structure

References.

7. Individual Differences Underlying Attitudes Toward Diversity, Equity, and Inclusion Initiatives

Authoritarianism

The Big Five (And Big Six) Model(S) of Personality

Dual Process Model of Ideology and Prejudice

The Dual Process Model of Ideology and Prejudice and Attitudes Toward DEI Initiatives

Future Directions, Emerging Trends, and New Perspectives

Part 3: Dynamic Processes for Understanding and Promoting DEI

8. A Social Cognitive Approach to Studying Processes Related to Intergroup Bias and Its Implications for Diversity, Equity, and Inclusion

A Model of Intergroup Perception and Cognition

Social Categorization

Summary

Category Associations

Identification: Self-category associations

Prejudice: Evaluative category associations

Stereotyping: Trait category associations

Downstream Consequences of Social Categorization

Future Research Focusing on Diversity, Equity, and Inclusion

9. The Implications of Dehumanization for Diversity, Equity, and Inclusion

Conceptualizing Dehumanization

Theories and Measures of Dehumanization

Dehumanization Research

Targets of Dehumanization

Race and Nationality

Immigration Status

Gender

Social Class

Workers

Outcomes

Meta-Dehumanization

Dehumanization and Dislike

Reducing Dehumanization

Implications for DEI

10. Diversity, Status Threat, and the Challenge of Creating Inclusive and Just Societies

Shifting Racial Demographics and Group Status Threat

Moderators of Status Threat

Hierarchy-relevant beliefs and political identity

Group identification

Contact experiences

Consequences of Status Threat

Intergroup relations

Political attitudes and antidemocratic behavior.

Demographic Change and Status Threat Beyond Race

Reflections and Implications

11. The Social Transmission of Intergroup Bias: When Unprejudiced Individuals Accommodate Others' Prejudices

Spreading Others' Prejudices When Making Interdependent Decisions

A Rose by any Other Name: Integrating Research on Prejudice Accommodation

Prejudice Accommodation When Screening and Hiring Job Candidates

Prejudice Accommodation When Voting for a Political Candidate

Why Do People Accommodate Others' Prejudices?

The Reluctant Social Transmission of Intergroup Biases

Curbing Prejudice Accommodation to Increase DEI: Possible Solutions and Future Directions

12. Relations Among Marginalized Groups

Research on Intergroup Relations Among Marginalized Groups

Relations Among Marginalized Groups When Discrimination Against the Ingroup Is Salient

When do groups marginalized across social identity dimensions express solidarity?

When do groups marginalized within the same social identity dimension express derogation?

Relations Among Marginalized Groups When Discrimination Against an Outgroup Is Salient

Solidarity and Allyship as Distinct Processes

Future Directions and Considerations

Coalitional Thinking in Diverse Contexts

Looking Beyond Discrimination or Threat

Considerations for DEI and DEI initiatives

13. Opposing and Pushing Back Against Diversity, Equity, and Inclusion Initiatives: The Role of Political Ideology

Political Conservatism in Opposition to DEI Initiatives

Psychological Underpinnings of Political Ideology

Political Ideology Shaping DEI Reactions and Outcomes

Challenges and Future Directions

14. Ten Reasons to Hate Others and Implications for Promoting Diversity, Equity, and Inclusion.

The 10-Reason Cycle of Hate

History

Reason 1: Group History

Reason 2: Personal/Family History

Current Context

Reason 3: Identity and Norms

Reason 4: Competition and Loss

Reason 5: Threat

Reason 6: Lack of Control and Uncertainty

Call to Arms

Reason 7: Leadership

Reason 8: Media

Justification of Mistreatment

Reason 9: Moralization

Reason 10: Dehumanization

Understanding Resistance to DEI Through the 10-Reason Cycle of Hate

Part 4: Strategies for Promoting DEI

15. From "Us and Them" to "We": Promise and Pitfalls of Common Ingroup Identity

The Common Ingroup Identity Model

Challenges to Recategorization as a DEI Strategy

Resistance to Adopting a Common Identity

The Redirection of Bias

The Dark Side of Commonality: The Irony of Harmony

Group-Based Preferences for Common Identity and Dual Identity

Implications for Research and Practice

New Directions for Recategorization Research

Recategorization Processes in Practice

16. Leadership and DEI in the Workplace: Harnessing the Power of Diverse Social Identities for the Common Good

Social Identity Diversity in Organizations

Programs for Managing Social Identity Diversity

The ASPIRe Program

Tests of Social Identity Mapping and the ASPIRe Model

The 5R Program

Tests of 5R

Conclusion and Implications for DEI

17. Expanding Intergroup Contact Research Beyond Prejudice Reduction: Implications for Diversity, Inclusion, Belonging, and Support for Equality

Intergroup Contact Research: Core Considerations Related to Equality and Equity

Considering Intergroup Contact Among Different Status Groups to Promote DEI Goals

Structuring Intergroup Contact and Evaluating Its Outcomes in Relation to DEI.

Creating Spaces for Intergroup Contact with a DEI Lens.

Notes:

Includes bibliographical references and index.

Description based on publisher supplied metadata and other sources.

Other Format:

Print version: Esses, Victoria M. The Sage Handbook of Psychological Perspectives on Diversity, Equity, and Inclusion

ISBN:

9781036238551

1-03-623965-9

1-03-623855-5

9781036237455

OCLC:

1574117409