In response to calls for greater diversity, equity, and inclusion (DEI) in the workplace, many organizations have implemented a leadership role dedicated to advancing DEI. Although prior research has found that the traditional leader is associated with being White, anecdotal evidence suggests DEI leader roles are predominantly held by non-White individuals. To examine this contradiction, we draw on social role and role congruity theories to conduct three preregistered experimental studies (N = 1,913) and explore whether the DEI leader role diverges from the traditional leader role such that observers expect a DEI leader to be non-White (i.e., Black, Hispanic, or Asian). Our findings indicate that DEI leaders are generally presumed to be non-White (Study 1) and that observers perceive traits associated with non-White, rather than White, groups correspond more strongly with traits required for the DEI leader role (Study 2). We also explore the effects of congruity and find non-White candidates receive stronger leader evaluations for a DEI leader role and that this relationship is mediated by nontraditional, role-specific traits (i.e., commitment to social justice and suffered discrimination; Study 3). We conclude by discussing the implications of our work for DEI and leadership research as well as for work drawing on role theories. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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非白人标准：对多样性、公平性和包容性领导者的看法存在种族偏见。


为了响应工作场所更加多元化、公平和包容 (DEI) 的呼声，许多组织都设立了致力于推进 DEI 的领导角色。尽管之前的研究发现传统领导者与白人有关，但轶事证据表明 DEI 领导者角色主要由非白人担任。为了检验这一矛盾，我们利用社会角色和角色一致性理论进行了三项预先注册的实验研究（N = 1,913），并探讨 DEI 领导者角色是否与传统领导者角色不同，以至于观察者期望 DEI 领导者是非白人（即黑人、西班牙裔或亚洲人）。我们的研究结果表明，DEI 领导人通常被认为是非白人（研究 1），并且观察者认为与非白人（而不是白人）群体相关的特征更符合 DEI 领导人角色所需的特征（研究 2）。我们还探讨了一致性的影响，发现非白人候选人在 DEI 领导角色方面获得了更强的领导者评价，并且这种关系是由非传统的、角色特定的特征（即对社会正义的承诺和遭受歧视；研究 3）调节的。最后，我们讨论了我们的工作对 DEI 和领导力研究以及基于角色理论的工作的影响。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。