We at The Problem With believe it is very important not to “yuck someone else’s yum.” Tastes differ, and that’s okay. However, should you tell us that show Ted Lasso is not excellent, we would have to tell you that you are incorrect.* And were we to write The Problem With Ted Lasso, it would simply say, “There isn’t one.”
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Ted Lasso wins with us for a lot of reasons, but we particularly love the way the show seamlessly illustrates the principles of diversity, equity, and inclusion (DEI) without seeming preachy or heavy-handed. We appreciate this approach because we see DEI as ethical imperatives deeply intertwined with psychological well-being and human flourishing.
From a psychological standpoint, diversity is nothing but great. It enriches our social fabric by exposing us to a multitude of perspectives, experiences, and worldviews. It makes the world a better place and makes us better people. Embracing diversity fosters a sense of belonging and validation, essential psychological needs that contribute to our overall sense of well-being. To help us better understand this, social identity theory illuminates how our sense of self is intricately linked to the groups we belong to, whether based on race, gender, ethnicity, or other dimensions of diversity. It highlights how exclusionary practices can perpetuate feelings of marginalization and otherization, contributing to psychological distress and diminished self-esteem.
Equity, on the other hand, resonates with principles of distributive justice, as articulated in theories such as equity theory and fairness heuristic theory. When individuals perceive inequity or unfair treatment, it can lead to feelings of resentment, anger, and disillusionment. Psychologically speaking, fairness is not just a societal construct; it is a fundamental human need rooted in our evolutionary history. Ignoring inequity undermines trust and cohesion within social systems, eroding the very fabric of society.
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Inclusion, the often-overlooked pillar of DEI, is fundamental to psychological safety and belonging. Inclusive environments empower individuals to express their authentic selves and contribute fully to their communities.
So, what is the problem exactly?
We (and others) think the problem is the recent recasting of DEI as an us versus them issue. Or, more to the point, DEI is viewed as problematic in certain circles and decried as “woke” elsewhere.
As ethics educators, we simply can’t abide by this. Our job is to consider the psychological underpinnings of DEI to understand its profound implications for moral reasoning and ethical decision-making. We must show our students that cognitive biases, such as in-group favoritism and confirmation bias, can distort our perceptions of diversity, leading to unintended consequences and perpetuating systemic inequalities.
As business professors, we are also responsible for teaching our students about the importance of DEI. In today’s increasingly interconnected and diverse global marketplace, businesses prioritizing DEI initiatives contribute to organizational success, reflect a commitment to ethical principles and social responsibility, and gain a competitive edge. Research consistently demonstrates that diverse teams are more innovative, more adaptable, and better equipped to understand and meet the needs of diverse customer bases. By leveraging various perspectives and experiences, companies can develop more creative solutions, anticipate emerging trends, and outperform their competitors.
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Leaders and organizations that throw DEI programs out with the proverbial bath water are doing themselves a disservice because promoting DEI isn’t just good for business; it’s also essential for attracting and retaining top talent. In a job market where employees value inclusivity and social responsibility, companies that demonstrate a commitment to DEI are more likely to attract skilled professionals who align with their values. Diverse and inclusive workplaces foster a culture of engagement, trust, and collaboration, leading to higher employee satisfaction and retention levels.
DEI also enhances a company’s reputation and brand image. In an age where consumers are increasingly socially conscious, companies that demonstrate a commitment to diversity and inclusion are viewed more favorably by customers and stakeholders. By aligning their values with those of their target audience, companies can build stronger brand loyalty, attract new customers, and differentiate themselves in the marketplace.
However, achieving meaningful progress in DEI requires more than just lip service; it requires a comprehensive and sustained commitment from leadership. Organizations must invest in robust DEI initiatives, including recruitment and hiring practices that prioritize all types of diversity, training programs that address unconscious bias and promote cultural competency, and policies that ensure equitable treatment and opportunities for all employees.
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Believing that treating everyone equally solves your DEI problems is a serious blunder. Equality is not the same as equity. Equality is not sufficient, nor is it always appropriate. Fostering a culture of inclusivity requires ongoing efforts to create open dialogue, address systemic barriers, and empower underrepresented groups. By actively listening to the voices of marginalized individuals and amplifying their perspectives, organizations can foster a more inclusive and equitable workplace culture.
Ted Lasso, both the coach and the show, succeeds by embracing the characters’ differences and allowing each to contribute and thrive in their own way. He recognizes that trust is a process and it is built over seasons. Flourishing comes not from a single great performer but from finding greatness in every team member.
As Lasso himself puts it, “All people are different people.”
*This is an exaggeration. At least one of us is prepared to accept you even if the Greyhounds aren’t your cup of tea.
Source link : https://www.psychologytoday.com/za/blog/the-problem-with/202407/the-problem-with-dei?amp
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Publish date : 2024-07-02 22:58:47
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