De Saint Priest Oriana, Krings Franciska, Toma Claudia
Department of Organizational Behaviour & Human Resources, Lee Kong Chian School of Business, Singapore Management University, Singapore, Singapore.
Department of Organizational Behavior, Faculty of Business and Economics, Université de Lausanne, Lausanne, Switzerland.
Front Psychol. 2024 Jul 8;15:1303224. doi: 10.3389/fpsyg.2024.1303224. eCollection 2024.
Older employees often face discrimination and exclusion from work teams. In two scenario studies, we tested the impact of age diversity statements on the representation and inclusion of older employees in teams. In Study 1 ( = 304), participants had to create a team and were either exposed to a diversity statement or not before selecting two teammates from a list of four differing in age and gender. Then, we measured participants' inclusive behavioral intentions towards a new, older member joining this team. Age diversity statements increased the representation but not the inclusion of older individuals in teams. In Study 2 ( = 518), we further manipulated the content of the statement (diversity or diversity and inclusion) and the organizational motive (reputation or change). We replicated the effects of diversity statements on representation. Moreover, statements also increased certain inclusive behaviors, but only when they targeted diversity and inclusion and reflected an organizational commitment to change. Taken together, these results suggest that age diversity statements foster diversity, yet fail to systematically increase inclusion.
年长员工常常面临来自工作团队的歧视和排斥。在两项情景研究中，我们测试了年龄多样性声明对年长员工在团队中的代表性和包容性的影响。在研究1（n = 304）中，参与者必须组建一个团队，并且在从四名年龄和性别各异的候选人名单中挑选两名队友之前，要么接触到多样性声明，要么没有接触到。然后，我们测量了参与者对一名新的年长成员加入该团队的包容性行为意图。年龄多样性声明增加了团队中老年人的代表性，但没有增加对他们的包容性。在研究2（n = 518）中，我们进一步操纵了声明的内容（多样性或多样性与包容性）以及组织动机（声誉或变革）。我们重复了多样性声明对代表性的影响。此外，声明还增加了某些包容性行为，但只有当它们针对多样性与包容性并反映出组织对变革的承诺时才会如此。综合来看，这些结果表明年龄多样性声明促进了多样性，但未能系统性地增加包容性。
