It's fair for us: Diversity structures cause women to legitimize discrimination
It's fair for us: Diversity structures cause women to legitimize discrimination
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DOI：
10.1016/j.jesp.2014.11.010
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发表时间：
2015-03-01
影响因子：
3.5
通讯作者：
Kirby, Teri A.
中科院分区：
文献类型：
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作者：
Brady, Laura M.;Kaiser, Cheryl R.;Kirby, Teri A.
三个实验验证了这样一个假设：仅仅是多样性结构的存在（vs.不存在）就会让女性更难察觉到性别歧视。在实验1中，即使一家公司的招聘决定对女性不利，与不提供多元化培训的公司相比，女性认为该公司在程序上对女性更公平，并且不太支持性别歧视诉讼。在实验2中，女性认为，与不提供多元化培训的公司相比，提供多元化培训的公司在程序上更只为女性服务，而且不太可能出现性别歧视。这种影响并没有被女性对地位合法化信念的认可所缓和。在实验3中，女性认为一个公司在程序上更公正，歧视更少，当公司在积极的性别多样性实践方面得到认可时，相比之下，没有得到认可的公司。此外，这些影响在支持仁慈的性别歧视信念的女性中最为明显，而在拒绝仁慈的性别歧视信念的女性中则有所缓解。总之，这些实验表明，多样性结构会使女性难以发现和纠正歧视，尤其是那些持有善意性别歧视信念的女性。(C) 2014爱思唯尔公司版权所有。
Three experiments tested the hypothesis that the mere presence (vs. absence) of diversity structures makes it more difficult for women to detect sexism. In Experiment 1, even when a company's hiring decisions disadvantaged women, women perceived the company as more procedurally just for women and were less supportive of sexism litigation when the company offered diversity training, compared to when it did not. In Experiment 2, women perceived a company as more procedurally just for women and as less likely to have engaged in sexism when the company offered diversity training, compared to when it did not. This effect was not moderated by women's endorsement of status legitimizing beliefs. In Experiment 3, women perceived a company as more procedurally just and less discriminatory when the company had been recognized for positive gender diversity practices compared to when it had not. Additionally, these effects were most pronounced among women who endorsed benevolent sexist beliefs and mitigated among those who rejected benevolent sexist beliefs. Together, these experiments demonstrate that diversity structures can make it difficult for women to detect and remedy discrimination, especially women who hold benevolent sexist beliefs. (C) 2014 Elsevier Inc. All rights reserved.