Managing diversity and second-order conflict

This paper proposes that those who study diversity conflict recognize the distinction between first-order diversity conflict and second-order diversity conflict. The former refers to discrimination, while the latter refers to disputes over remedies designed to eliminate discrimination. First-order disputes affect subordinant group members most strongly in the organization, are morally unambiguous for most, and are organized around set organizational and societal procedures. Second-order disputes involve dominant as well as subordinant group members (so that more people are affected), are more morally ambiguous, and lack set procedures for dealing with them. As a result, second-order disputes tend to remain hidden, despite being wide-spread, resulting in autistic hostility. The presence of second-order conflict may undermine efforts to resolve first-order disputes, and lead to escalation of conflict between people from different identity, groups. Recognizing this distinction is critical for understanding the dynamics of diversity conflicts.