ABSTRACT

This chapter outlines several diversity management strategies that are used at the group level to reduce bias. It focuses on the social categorization perspective, with the suggestion that the key to enhancing inclusion in the group setting is to adjust the categorization process. This can be done in one of three ways: by breaking down the categories, by differentiating between the groups, or by building up a superordinate identity. Allport's contact hypothesis is among the earliest and most influential theories related to reducing prejudice. Institutional support, such as support from top administrators, should lead to social norms that favor intergroup interaction, tolerance, and acceptance. Prejudice is more likely to be reduced when the various social groups have equal status. Intergroup anxiety refers to feelings of unease or apprehension that a person experiences when visualizing or having contact with out-group members. Decategorization is an attempt to reduce intergroup bias by breaking down the categorization boundaries between interacting groups.