Mutual Accommodation Model Of Diversity

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Diversity, and to a much lesser extent, inclusion, are recognized as issues for occupational therapy. The topics are on the profession’s agenda. However, discussions and agendas must translate into action and this must be facilitated by a shift in strategic approach, one that nudges professionals beyond the necessary skills of awareness and culturally competent care. To assist in a broad discussion regarding how diversity has been addressed in organizations and institutions of higher education, the literature describes four cultural models of diversity (Plaut, 2002): sameness, common identity, value-added, and mutual accommodation. Among these four models, a rough boundary can be drawn between the sameness and common identity models- which …show more content…
This model shares the common identity acceptance of substantial group differences, but differs in that it does not support recategorization. The mutual accommodation model also agrees that differences between people and groups exist, but that these differences should be accommodated regardless of value-added perceptions. This model legitimizes different experiences and norms, while advocating for changes which create respectful and safe climates where all cultures feel valued and connected. Organizations and institutions should consider the benefits of accommodating cultural differences instead of expecting assimilation (Plaut, …show more content…
We acknowledge that many worthwhile initiatives supporting diversity and inclusion are already occurring in occupational therapy, mostly within the value-added context. However, our contention is that the profession needs to move beyond this position into a mutual accommodation context to create critical consciousness and the fullest accountability for producing impactful results. Although existing along the same continuum, the difference between the valued-added and mutual accommodation perspectives lies in moving from conceptual support and awareness to emotional agency and risk. Building a culture of mutual accommodation requires a more explicit focus on doing, stepping outside comfort zones, and making systemic changes in policy and procedures. We also suggest that the mutual accommodation model best supports building and sustaining inclusive workplaces and learning environments, an area where most organizations, institutions, and professions need to place more focus. We have integrated the two models to form a matrix for diversity and inclusion that guides practical action in multiple levels and contexts (see Table
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