Changing the Default of a Long, Violent History: Inclusive Language and Relational Coordination Theory

Abstract

In this dissertation, I examine how organizations espouse intentions to value diversity and how this intent often fails to translate into practices from these initiatives. As such, this research examines the gap between normative beliefs (ones that are adopted across organizations) and positive actions (empirically verified practices) which have resulted in conflicting discourse regarding the benefits of diversity. Previous research tells us that, in the short term, the inclusion of diverse backgrounds in the workforce is likely to hinder relational coordination as ingroup- outgroup differences are perpetuated. Thus, actions to enlighten individuals about their relational partner’s differences must be taken. I look toward identity disclosure as a mechanism which allows individuals to inform others about their differences. Conceptually, I rely on language as a mode of communication which opens the door to relational coordination. Empirically, I look examine to relational coordination—a mutually reinforcing process of communicating and relating for the purpose of task integration—as identity disclosure is inherently part of this process. identity disclosure creates shared knowledge prior to system thinking by informing individuals about each other’s identities. This information is critical to eventual communication around tasks. Relational coordination theory is critical to my dissertation because it begins with organizational structures that bring together diverse workers and explains how they work together and relate, eventually influencing work performance. In one qualitative study, a field study, and six experimental studies, I explore diversity initiatives and the identity disclosure process. Specifically, I examine the role of language in identity disclosure’s impact on relational outcomes, and eventual performance. Taken together, these studies contribute to the relational coordination literature by showing the effects of language and disclosure on organizational relationships. These findings are critical in terms of building relationships across differences as organizations try to leverage diversity within the workplace. I begin by conceptualizing the influence of default changing vernacular and identity disclosure within the organizational context and, I propose that the adoption of inclusive language in a heterogeneous organizational environment can influence identity management. In turn, identity disclosure will lead to greater societal change as these linguistic adoptions lead to changes in default conceptualizations of stigmatized groups. I draw on and develop two theoretical perspectives, relational coordination theory and stigma identity disclosure theory, to propose and later test relational outcomes through language defaults. The qualitative data were collected from 97 LGBTQIA+ individuals and the experimental data was collected online through Prolific. Next, I attempted to gain deeper insight into identity disclosure. Study 1 is a lab experiment manipulating a supervisor’s use of inclusive language. Using a sample of 160 Lesbian and Gay workers, I find that using the term significant other (an example of inclusive language) as opposed to misgendering the subordinate’s spouse (e.g., referencing a gay man’s spouse as wife instead of husband) leads to higher interpersonal awkwardness, lower trust, and increased relational conflict. Study 2 extends these findings (n=368) by manipulating a 2 (Identity Disclosure) x 2 (Inclusive Language) showing that interpersonal awkwardness and relational conflict are highest when identities are not disclosed, and inclusive language are not used. Study 3 uses a Lesbian and Gay population sample (n=398) to test a 2 (Supervisor Identity Receptiveness) x 2 (Inclusive Language) manipulation. I find similar results in terms of interpersonal awkwardness and relational conflict but extend the prior findings to include strategies for managing concealable stigmas. This experiment shows that subordinates are most likely to assimilate—project the characteristics of a more socially valued group—when inclusive language is used, and their supervisor is not receptive to their identity. This study highlights the detriment of organizational adoption of normative diversity practices without positive actions to change beliefs about outgroup individuals. Study 4 looks to a population sample of women (n=283). This study uses a 2 (Supervisor Inclusive Language) x 2 (Supervisor Gratitude) manipulation to examine supervisor-subordinate relationships based on the supervisor extending gratitude for pregnancy disclosure. In this instance, I find relational conflict to be highest in the no inclusive language/no gratitude condition and significant differences when collapsing across gratitude. Study 5 looks to African American/Black employees (n=275). This study uses a 2 (Supervisor Inclusive Language) x 2 (Supervisor Receptiveness) manipulation to examine supervisor-subordinate relationships based on the supervisor’s reaction to a parental leave policy. Here I find that fear of disclosing the intent for parental leave is highest in the inclusive language/no support condition. Finally, Study 6 looks to a population sample of gender non- conforming employees (n=288). This study uses a 2 (Supervisor Identity Receptiveness) x 2 (Supervisor Learning) manipulation to examine supervisor-subordinate relationships based on the supervisor’s attempt to learn about outgroup differences. As such, I find that relational conflict is lowest in the receptive/learning condition. These findings show that positive actions to learn about one’s identity who is different can impact a relationship even if one was not originally accepting of the other’s identity. In the final chapter, I examine the full model using a 25 week field study. This study uses Discontinuous Growth Modeling (DGM) to measure identity disclosure and the variables manipulated in the previous experiments across time. I found that several of the experimental results held true. The implications of these findings and future research directions are also discussed