The role of perceived misrecognition in intergroup relations: Recommendations for diversity, equity, and inclusion initiatives

Abstract

This article focuses on the role of perceived misrecognition (which is defined as the experience people have in a situation wherein they are perceived and treated by powerful others in terms of an identity or group membership that is not thought to be relevant to that situation) in relation to diversity, equity, and inclusion (DEI) initiatives. Accordingly, first, we present a brief historical overview of the role of misrecognition in intergroup relations. Second, we discuss how important misrecognition is for DEI initiatives. We then examine the relationship between misrecognition and DEI initiatives separately for members of advantaged groups and for members of disadvantaged groups. After that, we outline future directions, and finally, we draw conclusions from the present analysis in terms of misrecognition in relation to DEI initiatives. Although perceived misrecognition may be seen by people as a well-intentioned faux pas or microaggression that pales in comparison to discrimination and exclusion, it is a condition that promotes inequality between social groups and has negative consequences at both the individual and societal levels, beyond what can be explained by discrimination and exclusion alone. It is important and useful to distinguish between types of perceived misrecognition (i.e., totalizing, content, membership, and invisibility misrecognitions), as these types can be associated with DEI initiatives in different ways. If we aim to reduce negative experiences in intergroup relations and achieve and maintain social sustainability, we need to understand and incorporate the perspectives of disadvantaged as well as advantaged groups into DEI initiatives.