Show Don’t Tell: Diversity Dishonesty Harms Racial/Ethnic Minorities at Work
Show Don’t Tell: Diversity Dishonesty Harms Racial/Ethnic Minorities at Work
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展示而非讲述：多元化不诚实行为危害工作中的少数族裔/族裔
DOI：
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发表时间：
2020
影响因子：
4
通讯作者：
Cheryl R. Kaiser
中科院分区：
文献类型：
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作者：
Leigh S. Wilton;Ariana N. Bell;Mariam Vahradyan;Cheryl R. Kaiser
各组织的目的是传达他们是多样性和包容性的，部分是为了招募少数民族。我们调查了这种招聘策略的一个以前未被研究过的缺点：多样性不诚实，也就是说，相信一个组织是错误的或不正确地夸大其实际的多样性。在四项研究（总N = 871）中，我们发现多样性不诚实加剧了少数民族对融入，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（“显示”观察者是否组织有一个积极或消极的多样性气候），但没有表达的线索（“告诉”观察者组织的多样性），影响这些期望。使用相关方法，研究1发现这些影响与非洲裔美国人和拉丁裔参与者对他们目前工作场所的信念有关，保持其他多样性相关的措施不变。研究2至4使用实验方法复制这些发现与非裔美国人的参与者，使用假设的工作场所设置。
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: diversity dishonesty, that is, belief that an organization is falsely or incorrectly inflating its actual diversity. In four studies (total N = 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.