Designing Prototypes for Inclusion

Abstract

Nearly every organization is now striving for more diversity and inclusion for all. However, few achieve this. Current theorizing on these topics focuses on the psychological experience of inclusion and associated organizational practices. In contrast, we offer a theoretical perspective focused on understanding how and when organzations will possess the capacity for inclusion by looking at the cognitive foundations of people’s ability to accept and embrace difference. This paper argues that one major barrier to inclusive diversity is a restrictively defined member prototype – the set of features that define what it means to be a member of the organization or relevant collective. Although organizations often want a well-defined prototype to set standards and norms for employees, this also leads to the exclusion or marginalization of all who do not readily fit this standard. We discuss how the configuration of prototypes determines inclusiveness – the capacity for inclusive diversity. In doing so, we offer scholars and organizations a new way to anticipate when diversity and inclusion initiatives may fail (i.e., when prototype inclusiveness is low, other well-intentioned efforts will fall short), and reveal novel strategies likely to increase inclusion. We identify four dimensions of prototype configuration and discuss their relationship for inclusiveness. We also offer a research agenda for testing the novel implications of our model and for exploring further considerations and consequences of prototypes in diversity and inclusion scholarship.