Peace and social justice wedded to diversity, equity, and inclusion
Peace, social justice, and diversity, equity, and inclusion are all intricately connected. In a society wracked by racism, violence, prejudice, and political upheaval, these traits are sorely lacking, although there are stringent efforts underway to resolve conflict.
Psychology classes at Clark University in Worcester, Mass. although not strictly called peace psychology, address social justice issues through a diversity, equity, and inclusion lens. Johanna Ray Vollhardt, Ph.D, associate professor in the psychology department, indicated that DEI encompasses several important areas, including mental health disparities, racism, prejudice, power, and collective action.
DEI has become an overarching theme across the country in academic institutions, the corporate world, non-profit organizations, and most industries, but carries both pros and cons.
On the upside, Vollhardt said there is more awareness, interest, support, and funding to develop relevant courses. “[DEI] is acknowledged more versus just being a hobby or passion of a few faculty members. We have more conceptual tools to use,” she said.
However, Vollhardt acknowledged that there are some inherent risks. “DEI may become just a buzzword without understanding what it entails. It could become superficial and focus on representation of minority groups without examining what else has to change,” she said.
Effecting change is a continuous process, according to Vollhardt. “You have to make sure knowledge of these issues is deep and complex,” she said. “It’s also important that institutions stay updated and pay attention to trends, such as implicit bias.”
Vollhardt focuses on collective action, solidarity, and other forms of resistance in her classes. “At the end of the course, I teach how collective memory of a struggle is important fuel, a motivator,” she said. “Research tends to focus on negative things, deficit models. The ways in which people are resilient often get forgotten.”
In spite of the violence and negativity in the world, Vollhardt expressed hope for the future. Clark’s psychology faculty teach radical hope, healing collective, and many models that focus on hope and resistance.
Marissa N. Coleman, PsyD, DEI vice president at the University of Vermont Medical Center.
DEI has always been an integral part of the work that Marissa N. Coleman, PsyD, DEI vice president at the University of Vermont Medical Center, does. In her current role, she aims to understand the needs and wants of patients, families, community, and staff.
She has conducted diversity workforce assessments and 18 focus groups to help identify appropriate strategies. “We are looking at which areas, groups, departments, communities have been hurting, going without or have glaring disparities,” she said.
Coleman identified three pillars on which to focus: patients and families, people in culture, and the community. To address community needs, Coleman is spearheading a health equity summit in October for Vermont and northern New York hospitals, which includes the entire network of hospitals under the UVM umbrella.
Additionally, in July 2020 her department signed on to the Burlington declaration of racism as a public emergency with more than 30 other organizations.
For patients and families, Coleman’s department has integrated DEI into the delivery of care through quality review, and uses a trauma-focused and culturally humbled approach. “You have to do this with a DEI lens, integrated into all aspects of hospital care, for example, patient safety and experiences,” she said.
In June 2020, Coleman launched equity listening sessions that discuss a new topic at each meeting. Employees share their experiences and hospital leadership attend the sessions, Coleman said. “We also have two employee resource groups, open to all.”
Linda R. Tropp, PhD, is a professor of social psychology at the University of Massachusetts Amherst.
Linda R. Tropp, PhD, professor of social psychology at the University of Massachusetts Amherst, has worked on a number of peace-building programs around the world. Her research has found that conflict can arise when members of different groups have different histories of experience and power relations, which can affect their concerns and motivations with each other.
Depending on the group to which you belong, there may be concern about becoming a target of discrimination or you may believe yourself to appear as prejudiced and a perpetrator, according to Tropp. The perception ultimately corresponds with different motivations.
Tropp pointed out that cross-group relationships are informed by lived experience. Members of the disadvantaged group may approach cross-group relations with vigilance, caution, and suspicion, borne from prior experiences with prejudice and discrimination. Members of the advantaged group may underestimate the degree to which the disadvantaged group has been discriminated against. Divergent perceptions exist across groups and inequality may lead to conflict.
Ultimately, providing opportunities to learn about each other’s point of view and recognizing how they differ may be a prospect for conflict resolution. When everyone is treated equally, it sets the stage for more positive cross-group relationships to emerge, Tropp said.
Respectful engagement and institutional support may help to equalize cross-group interactions and may also orient each group toward learning the value of difference and diverse points of view. Such engagement may be enhanced further when the two groups work together cooperatively toward common goals, according to Tropp.
Tropp noted that news coverage can influence public opinion and pointed out the dangers of partial and misinformation in the public sphere.
“The [media] coverage from Russia refers to their actions as trying to save Ukrainians or save Russians within Ukraine. The perspective from Ukraine characterizes it as an invasion of a sovereign state,” Tropp said. “But think about how people are trying to survive at the individual level. They don’t want the conflict to continue. You don’t hear about those people so much.”
Tropp pointed out that there have been attempts to restore peace after outbreaks of violence in other conflicts. Northern Ireland has a program, such as Healing Through Remember, to allow people on each side to talk about how they were affected by sectarian violence and the change they want to see as they look to build a more peaceful future. “They want to share their experiences and learn to empathize beyond what they’ve experienced,” she said.
Also, Combatants for Peace grew out of the Israeli/Palestinian conflict. Some individuals formerly involved in the clash decided to come together to promote peace and nonviolence, Tropp said.
Extreme views fuel and help to narrate conflict, Tropp noted. “Extreme views on each side want to win and there is no room for compromise, but people more in the middle might want to resolve the conflict.”