The Robben Island Diversity Experience: It's about the Journey, Not the RIDE.

Abstract

The Robben Island diversity experience (RIDE), a conference using a group relations training model, was held annually from 2000 to 2013, (with RIDE not taking place in 2004). During RIDE, underlying, unconscious, and covert South African diversity dynamics are studied as they manifest among managers and officials in the fields of change, diversity management, transformation, and human resources management. The participants (staff and membership) of the conference collectively form a temporary organisation in which they explore unconscious dynamics and processes as they relate to dealing with diversity challenges. A qualitative, analytic auto-ethnographic research approach was used to elicit data. The data consisted of different sets of process notes compiled during my involvement in RIDE (2000 to 2014). Thematic analysis was used to analyse and interpret the data to allow insights into diversity dynamics. The findings suggest that in the early events RIDE citizens displayed a preoccupation with race which was expressed through attempts to re-organise the race hierarchy in the unconscious, and the need to form good-enough relationships with old enemies through searching for the absent white-man. In more recent years it became evident that groups are reluctant to explore differences of organisational position and socio-economic status in racial sameness. The experimentation with leadership within and across race groups and gender was a preoccupation of members in a more recent RIDE. Further, the marginalisation of women, through the intersection between diversity characteristics, also became apparent. It seems that through RIDE as a container, the consultants as containers, and the willingness of the participants to engage with their diversity challenges, more diversity dynamics have become accessible to the RIDE citizens. This understanding of diversity dynamics can be used in South African and international organisations by researchers, consultants, and managers to enhance their understanding of diversity dynamics in organisations and inform the nature of the different diversity management initiatives implemented in these organisations.