"Excessively favoured". The desirability of certain types

How is double consciousness connected to cultural cloning?

Upon researching different subjects for my PhD proposal I came across the article of Philomena Essed about cultural cloning. When I found the subject, I knew right away that this could be interrelated with the ideas about double consciousness in the context of organisations. It made me think: how is double consciousness connected to cultural cloning?

Excessively favoured people

“Cultural cloning symbolises the reproduction of sameness which is deeply ingrained in the organisation and reproduction of culture" (Essed & David 2002). It is about cloning people who are excessively favoured. The preference in most organisations reveals that the same type characterises this norm: "male, white, healthy, heterosexual and highly intelligent" (Essed & David 2002, pp.1068). Cultural cloning can show gender and racial inequalities. It is the desirability of certain types, which are then seen as normative standards; those perceived as different are rejected ( Essed, 2002, pp.2).

Other concepts like stereotyping and unconscious bias seem connected when defining cultural cloning. But what is the difference, and what is the connection? Stereotyping assumes that one person's characteristics are equal for a whole group of people. Therefore, it simplifies our thoughts about a particular person by having a generalised belief about who they are. By stereotyping, people could believe the other person has the features of a stereotype. Cultural cloning could result in excessive stereotyping in organisations because it simplifies our thoughts of different people compared to the status quo, stimulating the sameness of excessively favoured people. Thus, stereotyping in this context of cultural cloning means selecting all the norm characteristics and reproducing them.

On the other hand, we have unconscious bias. These biases mean our brain's assumptions outside our consciousness that could lead to stereotyping. Our brain is doing this automatically and very quickly. If we are not aware and not acknowledging unconscious bias, it could generate stereotyping, stimulating cultural cloning.

Cultural cloning seems to be the consequence of stereotyping and bias. Both concepts confirm the desirability of certain types as the normative standards and stimulate cultural cloning.

Diversity & identity

Cultural cloning is essential in understanding diversity policy in organisations because it makes us realize what it means to prefer sameness. However, it can also problematize the concept of diversity management as a business strategy because focusing on how to include others includes the ideas of selecting sameness (Essed, 2002, pp.4). Thus, to understand cultural cloning, we have to learn the meaning of diversity & inclusion.

Diversity is recognising the plurality of identity. It means the recognition that we are not the same. Next to diversity, we have inclusion. Inclusion means equality in diversity, accepting the equivalence of the other identity(s). Once there is a shared context of different identities, the concepts of diversity and inclusion come into play, ready to merge.

If we want to get to the point that the concepts are ready to merge, we must determine what we need to grow in our understanding of diversity & inclusion. I believe that will be in the context of empathy and acceptance.

Empathy is the answer to a lack of diversity. Putting yourself in someone else's shoes creates empathy, so you recognise the plurality of identity. You become "aware" and recognise the difference. Only once you are aware of something, you can identify, problematize and change it.

On the other hand is acceptance, which should be the answer to a lack of inclusion. Acceptance means "not trying to change something." It's about understanding that someone is different and that this is okay. If there is no empathy and acceptance, this could stimulate double consciousness.

Reproduction of sameness

Double consciousness is a concept in social philosophy created by W.E. Du Bois. It's a dichotomy of consciousness, a split identity that consists of two parts: the declaration and the judgment. The identity declaration, the own consciousness, is a human worthy of respect. It is the way you see yourself. Next to that is the identity judgment made by the norm. It is the way that you recognise others to see you. Historically, this was the observation that the minority is not good enough and that they are not equal compared to the status quo. This observation causes the disorientation of who you are, making it challenging to develop a sense of self. Double consciousness also shows the hyper-sensitive character of the minority, which generates hyper-acceptance of the dominant identity, leading to assimilation into the dominant culture.

When there is cultural cloning, it shows the reproduction of sameness. It indicates who is perceived as favoured people, and those perceived as different are rejected or made highly visible. There seems to be no place for balance. It means that if you fall outside the norm, you probably will have a minority identity that appears not favourable. Having a minority identity may seem like an exceptional position with many possibilities. However, I believe this position could drive the minority identity to assimilate to the preferred culture because they seem unable to bring their own identity to work in the organisation's dominant culture. Cultural cloning stimulates the minority to assimilate through double consciousness. Thus, bias facilitates cultural cloning, which excludes people, triggering double consciousness and assimilation.

What now?

The solution could be to identify throughly what we want from our diversity policy. Do you want different people who bring diverse ideas to your organisation? If the answer is yes, you have to work on diversity & inclusion in your organisation by recognising and accepting the differences of the other. It is not as easy as it sounds, as it challenges organisations to become aware of their unconscious biases and, perhaps, unconsciousness cultural cloning.

How do we work on diversity and inclusion?

By empathising and being aware of the differences, and not to change those who are different. A lack of empathy and awareness can lead to stigmatise, generalize, and simplify our thoughts about the other, which leads us be less aware of ideas surrounding cultural cloning and double consciousness.

It is about understanding the differences to move forward with change.