Skidmore College, Saratoga Springs, NY, USA.
University of California, Los Angeles, USA.
Pers Soc Psychol Bull. 2020 Aug;46(8):1171-1185. doi: 10.1177/0146167219897149. Epub 2020 Jan 20.
Organizations aim to convey that they are diverse and inclusive, in part, to recruit racial minorities. We investigate a previously unexamined downside of this recruitment strategy: , that is, belief that an organization is falsely or incorrectly inflating its actual diversity. In four studies (total = 871), we found that diversity dishonesty heightened minorities' concerns about fitting in, being authentic, and performing well at the organization. We also found that evidence-based cues (which "show" observers whether the organization has a positive or negative diversity climate), but not expressed cues (which "tell" observers about the organization's diversity), affect these expectations. Using correlational methodologies, Study 1 found these effects were pertinent to African American and Latinx participants' beliefs about their current workplaces, holding other diversity-related measures constant. Studies 2 to 4 used experimental methods to replicate these findings with African American participants, using a hypothetical workplace setting.
组织旨在传达其多样性和包容性，部分原因是为了招募少数族裔。我们研究了这种招聘策略之前未被考察的一个缺点：即认为组织虚假或错误地夸大其实际多样性。在四项研究中（总计 871 人），我们发现，多样性不诚实加剧了少数群体对融入、真实和在组织中表现良好的担忧。我们还发现，基于证据的线索（“向观察者展示组织是否具有积极或消极的多样性氛围”），而不是表达性线索（“告诉”观察者有关组织多样性的情况），会影响这些期望。使用相关方法学，研究 1 发现，这些影响与非裔美国人和拉丁裔参与者对其当前工作场所的信念有关，在其他与多样性相关的措施保持不变的情况下。研究 2 至 4 使用实验方法复制了这些发现，这些发现针对的是非裔美国参与者，使用的是一个假设的工作场所环境。
