Exposure to an organizational diversity cue may help attract Black women to professional spaces. The cue transfer framework contends that because intergroup attitudes co-occur, both cues congruent or incongruent with one's minoritized identity signal an environment that welcomes all minoritized persons. Critically, the utility of such cues had yet to be explored among Black women. Integrating cue transfer with social identity complexity theory, across six studies (N = 2,167), we tested the novel prediction that Black women utilize a racial dominance identity structure and investigated the benefits of organizational diversity cues congruent and incongruent with Black women's identities. We also drew from stigma solidarity and examined whether perceiving an outgroup associated with an incongruent cue as experiencing similar bias (i.e., shared discrimination) facilitated cue efficacy. Ultimately, only racially congruent cues encouraged organizational safety (Studies 1, 2, and 6) and procedural fairness (Studies 2, 4, and 6), while cues aimed at lesbian, gay, bisexual, transgender, or Latino individuals (Studies 1-4) were ineffective. Moreover, despite reporting greater shared discrimination with Latino than lesbian, gay, bisexual & transgender persons (Study 4), shared discrimination was inconsequential for cue efficacy (Study 3). Black women's lay theories revealed that although they perceived negative intergroup attitudes as co-occurring, positive attitudes toward other minoritized groups were seen as unrelated to attitudes toward Black individuals (Studies 5a/5b). Finally, racially (but not gender) congruent cues mitigated organizational invisibility (Study 6). Collectively, the present investigation supports our assertion that Black women adopt a racial dominance lens and, more broadly, underscores the necessity of an intersectional framework when examining cue efficacy. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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发出安全信号并促进公平：探索黑人女性中一致线索背后的心理过程。


接触组织多样性线索可能有助于吸引黑人女性进入职业空间。线索转移框架认为，由于群体间态度同时出现，与一个人的少数群体身份一致或不一致的两种线索都标志着一个欢迎所有少数群体的环境。至关重要的是，这些线索的效用尚未在黑人女性中得到探索。将线索转移与社会身份复杂性理论相结合，在六项研究（N = 2,167）中，我们测试了黑人女性利用种族主导身份结构的新颖预测，并调查了与黑人女性身份一致和不一致的组织多样性线索的好处。我们还从污名团结中汲取灵感，并研究了将与不一致线索相关的外群体视为经历类似偏见（即共同歧视）是否会促进线索功效。最终，只有种族一致的线索才能促进组织安全（研究 1、2 和 6）和程序公平性（研究 2、4 和 6），而线索则针对女同性恋、男同性恋、双性恋、跨性别者或拉丁裔个人（研究 1- 4）无效。此外，尽管据报告，与女同性恋、男同性恋、双性恋和跨性别者相比，拉丁裔受到更大的共同歧视（研究 4），但共同歧视对于提示效果而言并不重要（研究 3）。黑人妇女的世俗理论表明，尽管她们认为消极的群体间态度是同时发生的，但对其他少数群体的积极态度被认为与对黑人个人的态度无关（研究 5a/5b）。最后，种族（而非性别）一致的线索减轻了组织的隐形性（研究 6）。 总的来说，目前的调查支持我们的主张，即黑人女性采用种族主导视角，更广泛地说，强调了在检查线索功效时采用交叉框架的必要性。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。