Diversity initiatives, status, and system-justifying beliefs: When and how diversity efforts de-legitimize discrimination claims
Diversity initiatives, status, and system-justifying beliefs: When and how diversity efforts de-legitimize discrimination claims
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DOI：
10.1177/1368430213502560
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发表时间：
2014-07-01
影响因子：
4.4
通讯作者：
Kaiser, Cheryl R.
中科院分区：
文献类型：
--
作者：
Dover, Tessa L.;Major, Brenda;Kaiser, Cheryl R.
多样性倡议旨在改善组织中地位低的群体的成果。然而，具有讽刺意味的是，它们也可能成为合法化的线索，导致公平的假设，减少歧视的发现。我们探讨了群体地位（地位高的多数人与地位低的少数人）和对系统公平性的信念如何影响，当仅仅存在多样性倡议时，就会使对公司的歧视主张失去合法性。非西班牙裔白人和拉丁裔参与者（N = 135）阅读了一家公司的简介，该公司曾或未获得多样性奖，然后阅读了一名拉丁裔员工对该公司提出的歧视索赔。一般来说，白人和拉丁美洲人在系统合理的信念高，认为公司与多样性的奖励更尊重和公平的少数民族比公司与中立的奖励，也减损歧视索赔更多。公平感对索赔人克减的影响起中介作用。的影响进行了讨论。
Diversity initiatives aim to improve outcomes for low-status groups in organizations. Yet they also may ironically act as legitimizing cues, leading to an assumption of fairness and reducing the detection of discrimination. We explored how group status (high-status majority vs. low-status minority) and beliefs about the fairness of the system influence when the mere presence of a diversity initiative will de-legitimize claims of discrimination against a company. Non-Hispanic Whites and Latino participants (N = 135) read a profile of a company that had or had not received diversity awards, and then read a discrimination claim brought against the company by a Latino employee. Whites in general, and Latinos high in system-justifying beliefs, saw the company with diversity-awards as more respectful and fair to minorities than the company with neutral awards and also derogated the discrimination claimant more. Perceived fairness mediated the effect on claimant derogation. Implications are discussed.