2Biographical information of the sample. http://sajip.co.za/index.php/sajip/article/downloadSuppFile/996/718
DiscussionThe purpose of the research was to describe the experiences of participants attending the Robben Island Diversity Experience (RIDE), which form a depth psychology understanding of South African diversity dynamics. The research is seen as important in its in-depth and rich comments on South African diversity dynamics. As such it informs diversity consultants and leaders about the unconscious diversity matters that manifest themselves in their organisations. It also provides a methodology to study these dynamics inside their organisations for use in future human resources and leadership initiatives. For each manifesting theme working hypotheses were formulated, which were integrated into the research hypothesis. For theme 1 (crossing boundaries) the following working hypothesis was formulated. In our relations and relatedness with difference (different subgroups and/or diversity), we are continually confronted with the struggle and elaborate interplay between being an individual and also being part of a group. This struggle and interplay is impacted on by crossing symbolic boundaries created by diversity characteristics between us as individuals, between, us as individuals, and our preferred subgroups, as well as between subgroups. For theme 2 (engaging the brave new world) the following working hypothesis was formulated. South Africans engage with the new diverse society through the process of linking with those who have similar diversity characteristics as themselves. Race is used as the principal diversity dimension to differentiate between and making connections with others, followed by gender. For theme 3 (ties that bind) the following working hypothesis was formulated. Linking and subgroup formation based on diversity characteristics give rise to issues of inclusion and exclusion, as well as the processes associated with in-group and out-group dynamics. Being part of a subgroup unconsciously ties the individual to the subgroup, and implies certain unspoken obligations, such as being loyal to the subgroup and to protect it from other subgroups. The South African diversity dynamic struggle is characterised by subgroups based on race and gender. For theme 4 (being imprisoned) the following working hypothesis was formulated. Black people are imprisoned by their past baggage which is transferred from one generation to the next. In this process, the different subgroups seem to contain different aspects of South Africa’s past. Black people seem to carry the anger, hate and aggression, while White people carry the guilt related to an unjust past. The Coloured and Indian people seem to carry the ambiguity of both being rejected for not being good enough and feelings of rejection by not being acknowledged. For theme 5 (the struggle) the following working hypothesis was formulated. Much of the diversity dynamics is centred on the struggle between the different subgroups in which they tried to find a place for themselves in the new dispensation. This is especially important since the position of the different subgroups seems to determine the amount of acceptance and acknowledgement their members have received and whether they were listened to. The above was integrated into the research hypothesis, reading as follows: South African diversity dynamics is about the splits and subgroups within the country and the dynamics between these different subgroups. South African diversity dynamics focuses on the dynamics (drives, emotions and needs) that inform subgroup formation, what these subgroups represent and carry on behalf of the total system, as well as the ensuing dynamics between the subgroups. Some of these dynamics could be linked to how projections of the various subgroups give rise to the process of projected identification in which the different subgroups, primarily based on race and gender, are kept in specific roles and/or positions. It was concluded that South African diversity dynamics is not a rational phenomenon and cannot be treated as one. It is socially constructed and relational in nature. The way that similarities and differences are perceived, interpreted and acted upon is influenced by a host of conscious and unconscious, rational and irrational, as well as overt and covert forces. The research findings elicited similar findings in other South African diversity dynamic studies (Cilliers & May, 2002; May & Cilliers, 2000). It affirms the presence of high levels of anxiety, which manifest themselves unconsciously in basic assumption behaviour and the paranoid-schizoid systemic position (Stapley, 2006). No similar international diversity research could be traced. In comparison with international group relations training events (see Brunner, Nutkevitch & Sher, 2006) these participants experienced similar types of (free floating, performance and persecutory) anxiety around authority and the taking up of a leadership role. In comparing the present findings with the theorising about diversity dynamics which manifest themselves in the US (McRae, 2004; McRae & Short, 2010) and in the UK (Foster, 2004; Foster, Dickinson, Bishop & Klein 2006; Nichols, 2004; White, 2006), similarities and differences were found. The similarity lies in the anxiety which is inherent in diversity dynamics. The difference lies in the unique manifestation of diversity dynamics in South Africa because of the past splits between race groups and the resulting experience of entitlement and denigration. It is recommended that South African organisations approach diversity (instead of in a mechanistic manner using instructional methods such as lectures and presentations) in a dynamic and experiential manner (such as using group relations training and systems psychodynamic thinking. Although participants in such events experience many defensive responses such as resistance and projection, the learning lies in processing the defences and accepting personal responsibility for their roles and actions regarding diversity. It was suggested that South Africans could not go forward if they had not dealt with the past. The vicious circles and destructive interactive patterns around diversity matters which manifest themselves in organisations, can only be broken by following the road less travelled – this implies re-owning projections to repair the broken relationships. In this process, communication and attitude become the stimulating factors on the journey to reconciliation and healing. A further recommendation is that diversity interventions based on the systems psychodynamic perspective should be used in conjunction with other approaches such as the socio-cognitive and legal imperatives currently used in organisations in order to optimise the management of diversity. It is thus not a case of opting for one or the other approach, but using them together in order to gain a more comprehensive understanding of diversity, and therefore to be able to manage more effectively. Some limitations are the following. Although the sample was relatively representative, there was no Indian male present during the RIDE. Hence the perspective of an Indian male was excluded in the views on South African diversity dynamics. The second, and probably the principal aspect of the sample was that the members included in the sample could best be described as being affluent. Because of the financial implications to attend the RIDE, organisations generally sent senior human resource personnel or members from middle management to attend the event. Thus, the socio-economic diversity of the group could be seen as a limitation of the study. It could be contended that a more diverse membership in this regard, would probably have led to more dynamics on envy between the haves and have not’s. It was suggested that future research should focus on more qualitative as well as quantitative research. 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