Vernā Myers who is the Vice President, Inclusion Strategy at Netflix observed, “Diversity is being invited to the party; inclusion is being asked to dance.” Imagine you are in a party, and you overhear people talking about you as “a diversity hire”, will you feel like dancing? Forget about dancing at the party you may wish to leave it as quickly as possible.
Our experience suggests that most people had encountered peers who subtly or overtly talk about gender, race, religion or ‘whatever’ that had resulted in a positive hire. Such hires in their day to day interaction experience people having extreme views about certain things. Feeling of inclusiveness gets lost.
It is a common knowledge that individuals prefer homogeneity. At an interpersonal level, people show homophily, or love of the similar. People are attracted to others perceived as similar to themselves. But people are not only attracted by those who are politically similar but also attracted by those who hold more politically extreme versions of their views. This tendency is called acrophily, or love of extremes. Osho used to say that the life of the man who walks in the middle is always lukewarm.
Researchers from Binghamton University conducted a study (Generation and influence of eccentric ideas on social networks) examining the power of extreme or eccentric viewpoints. The study helped demonstrate that more eccentric opinions can be necessary to maintain popularity among those who share such beliefs, even if the topic of discussion is not traditionally extreme. “If you want to get attention about anything, not even a political or religious subject, you will get attention if you say something that’s kind of extreme.” “The more you see others sharing similar opinions, the more likely it will start cementing your belief in that particular direction.”
“Just because someone says something crazy or very far to one side, they may get more attention or ‘likes’ on social media.”
However, extreme views hurt organizations in multiple ways: employees get alienated; fear, anxiety and stress gets perpetuated; empathy loses its value; false narratives get spread, cultural trauma that results into long-term psychological harm, often leading to intergenerational trauma.
Under such circumstances organizations face an uphill task to make their diversity initiatives successful. In fact, in September 2023, SHRM CEO Johnny C. said, “Our workplaces are already diverse, but organizations still need to work on integrating diverse individuals so they feel included, valued, respected and heard.” The problem needs to be addressed at three levels, (1) Identifying employees who hold extreme views (2) Encouraging employees to recognize their extreme views, and (3) Ways to encourage open mindedness
Identifying employees who hold extreme views
There are several indicators that help in identifying employees who hold extreme views.
• Such people tend to use strong, absolute language, such as "always" or "never."
• Such people outrightly tend to dismiss or attack opposing views without consideration.
• They are unwilling to engage in constructive conversations or to consider evidence that contradicts their beliefs.
• They often associate with the groups of a particular nature.
• They frequently frame issues in "us vs. them" terms.
• Such people tend to resort to personal attacks rather than addressing the substance of an argument.
Encouraging someone to recognize their extreme views
Here are some strategies one might consider:
• Introduce 360 degree feedback. One question that may particularly be helpful is, “Based on what I know about this person I would always like this person to be in my team.” A “No’ will mean that people want to avoid this person.
• Instead of stating that their views are extreme, ask questions that prompt reflection. For example, “What led you to that belief?” or “How do you think others see this issue?”
• Point out the complexity of issues. Use examples that illustrate how most topics have a range of perspectives and that extreme views often overlook this complexity.
• Provide reliable information. Share credible sources or studies that offer alternative viewpoints. Encourage them to explore these materials.
• Suggest discussions with a diverse range of people or participation in forums that challenge their views.
Ways to encourage open-mindedness
1. Perspective-taking exercise: Have them choose a controversial issue and write down their viewpoint. Then, ask them to write down the perspective of someone who disagrees. This helps them understand opposing arguments and looks like someone saying, “I’m here, but I can see why you’re there.”
2. The "Five Whys" technique: Encourage them to pick a belief and ask “why” five times to dig deeper into the reasons behind it. This can help uncover underlying assumptions and challenge the solidity of their views.
3. Debate both sides: Pair up and have them argue for their viewpoint, then switch and argue against it. This can highlight the strengths and weaknesses of their beliefs and promote critical thinking.
4. Belief inventory: Ask them to list their core beliefs and rate their certainty on a scale of 1 to 10. Then, encourage them to research one belief they rated the highest and explore opposing perspectives. This promotes curiosity and critical engagement.
5. Group discussion: Facilitate a small group discussion on a specific topic with diverse viewpoints represented. Encourage everyone to share their thoughts while practicing active listening.
6. Role reversal: Have them spend a day adopting the viewpoint of someone they disagree with. They can engage in discussions, read articles, or watch videos from that perspective, promoting understanding and empathy.
Viet Thanh Nguyen, winner of 2016 Pulitzer Prize for Fiction said, “To love, to laugh, to live, to work, to fail, to despair, to parent, to cry, to die, to mourn, to hope: These attributes exist whether we are Vietnamese or Mexican or American or any other form of classification. We share much more in common with one another than we have in differences.”
Don’t let extreme views steal the show.
Kamal K Jain is a Professor of Organizational Behavior and Human Resource Management at IIM Raipur
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