Norms in Mixed Sex and Mixed Race Work Groups

Taylor and Francis RAMA_A_494826.sgm 10.1080/19416520.2010.494826 Academy of Management Annals 941-6520 (pri t)/194 -6067(online) Original rticle 2 10 & Francis 0 0 002010 Jenn ferChatma chatman@h as.berkeley edu Abstract Norms determine regular patterns of behavior and influence members’ identification with a group. They are also a proximate way to predict and understand behavior in diverse work groups but, surprisingly, have not been extensively examined in this context. After reviewing research on group norms and the psychology of prejudice, I suggest that reaping the benefits of the increased range of available task relevant resources in demographically diverse work groups may depend on the strength and content of the norms it adopts, but that diverse groups face distinct obstacles in developing strong norms that create satisfying interpersonal interaction and effective work performance. I consider the difficulties diverse work groups have in forming strong norms and then focus on how anti-bias norms, which are directed toward preventing behaviors associated with prejudice and discrimination and address members’ security concerns, and openness norms, which promote people’s ability to individuate those whom they might otherwise stereotype as well as address nurturance concerns, may increase a work group’s ability to optimize social interaction and performance amidst