Presumed fair: Ironic effects of organizational diversity structures.
Abstract
This research tests the hypothesis that the presence (vs. absence) of organizational diversity structures causes high-status group members (Whites, men) to perceive organizations with diversity structures as procedurally fairer environments for underrepresented groups (racial minorities, women), even when it is clear that underrepresented groups have been unfairly disadvantaged within these organizations. Furthermore, this illusory sense of fairness derived from the mere presence of diversity structures causes high-status group members to legitimize the status quo by becoming less sensitive to discrimination targeted at underrepresented groups and reacting more harshly toward underrepresented group members who claim discrimination. Six experiments support these hypotheses in designs using 4 types of diversity structures (diversity policies, diversity training, diversity awards, idiosyncratically generated diversity structures from participants' own organizations) among 2 high-status groups in tests involving several types of discrimination (discriminatory promotion practices, adverse impact in hiring, wage discrimination). Implications of these experiments for organizational diversity and employment discrimination law are discussed.
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Ambiguous diversity and multiculturalism language can obscure and suppress resistance to racism in workplaces.
“Employing these terms in this ambiguous manner can also obscure and suppress resistance to the real and continued reproduction of racism in workplaces (Kaiser et al., 2013).”
From In Pursuit of Antiracist Social Justice: Denaturalizing Whiteness in the Academic Library (2015) · cites this paper as Kaiser et al., 2013
Cites
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A Multi-Level Process Model for Understanding Diversity Practice Effectiveness
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The false promise of risk assessments: epistemic reform and the limits of fairness
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- Authors
- Kaiser, C. R., Major, B., Jurcevic, I., Dover, T. L., Brady, L. M., & Shapiro, J. R.
- Affiliations
- University of Washington (US)
- University of California, Santa Barbara (US)
- University of California, Los Angeles (US)
- Venue
- Journal of Personality and Social Psychology
- Published
- 2013
- Volume
- 104
- Issue
- 3
- Pages
- 504-519
- ISSN
- 0022-3514 (ISSN-L)
- 1939-1315
- OpenAlex
- W2125810296
- Cited by
- 405
- References
- 7
- Citations by year
- 2026: 31 · 2025: 28 · 2024: 29 · 2023: 40 · 2022: 47 · 2021: 29 · 2020: 33 · 2019: 47 · 2018: 35 · 2017: 27 · 2016: 16 · 2015: 27 · 2014: 13 · 2013: 3
- FWCI
- 45.08
- Type
- journal article
- Language
- en
- Update notices
- correction (2016-05-30)
- Open access
- closed
- Locations
- Journal of Personality and Social Psychology (publishedVersion)
- PubMed (publishedVersion)
- Funders
- National Science Foundation (BCS-1053732 and 1052886)
- University of Washington
- Mary Gates Fellowship
- Topics
- Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
- Social Sciences › Gender Studies › Gender Diversity and Inequality
- Social Sciences › Sociology and Political Science › Names, Identity, and Discrimination Research
- Keywords
- social hierarchy, underrepresented groups, racial minorities, women, diversity policy, diversity training, diversity awards, wage discrimination, employment discrimination law
- MeSH terms
- Adolescent, Adult, Aged, Employment, Female, Humans, Male, Middle Aged, Minority Groups, Prejudice, Social Justice, Organizational Policy, Cultural Diversity, Young Adult, Sexism
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