Chen Jacqueline M, Hamilton David L
University of California, Irvine, USA
University of California, Santa Barbara, USA.
Pers Soc Psychol Bull. 2015 Apr;41(4):586-98. doi: 10.1177/0146167215573495. Epub 2015 Feb 24.
Two studies investigated how people define and perceive diversity in the historically majority-group dominated contexts of business and academia. We hypothesized that individuals construe diversity as both the numeric representation of racial minorities and the social acceptance of racial minorities within a group. In Study 1, undergraduates' (especially minorities') perceptions of campus diversity were predicted by perceived social acceptance on a college campus, above and beyond perceived minority representation. Study 2 showed that increases in a company's representation and social acceptance independently led to increases in perceived diversity of the company among Whites. Among non-Whites, representation and social acceptance only increased perceived diversity of the company when both qualities were high. Together these findings demonstrate the importance of both representation and social acceptance to the achievement of diversity in groups and that perceiver race influences the relative importance of these two components of diversity.
两项研究调查了在商业和学术界历史上由多数群体主导的背景下，人们如何定义和感知多样性。我们假设，个体将多样性既理解为少数族裔的数字代表，也理解为群体内部对少数族裔的社会接纳。在研究1中，大学生（尤其是少数族裔学生）对校园多样性的认知，除了少数族裔的代表性之外，还受到大学校园社会接纳感的预测。研究2表明，公司中少数族裔的代表性和社会接纳度的提高，分别独立地导致白人对公司多样性感知的增加。在非白人中，只有当这两个因素都很高时，少数族裔的代表性和社会接纳度才会增加对公司多样性的感知。这些研究结果共同表明，代表性和社会接纳度对于群体实现多样性都很重要，而且感知者的种族会影响多样性这两个组成部分的相对重要性。
