Despite the push and pull between pro-diversity advocates and conservative resistance, most organizations have implemented diversity initiatives in an effort to promote equitable and fair organizational practices. Past work has shown that these diversity initiatives may not be as effective as expected and may instead result in unintended negative consequences for the very individuals they are meant to support. In three novel experiments (total N = 3,664), we investigated whether and when the presence of pro-diversity messages in organizational job recruitment materials might facilitate versus hinder the hiring of underrepresented racial minorities. Participant race and political ideology were also investigated as predictors of hiring recommendations. Findings indicate that pro-diversity messages facilitate politically motivated hiring bias. Specifically, in the presence of pro-diversity messages, White and some Black, Indigenous, and people of color (BIPOC) conservatives tend to display a pro-White shift in their hiring recommendations, whereas liberals tend to display a pro-minority shift. The present research underscores the importance of organizational awareness regarding the potential for hiring managers to react, whether consciously or subconsciously, against pro-diversity efforts because of political ideology. The present research also highlights the need for organizations to move beyond just espousing pro-diversity values and actually investigate the impact diversity initiatives have on hiring, retention, and promotion of diverse employees. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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多元化举措的存在导致保守派中亲白人的招聘决策增多。


尽管支持多元化的倡导者和保守派的抵制之间存在推拉，但大多数组织都实施了多元化举措，以促进公平和公正的组织实践。过去的工作表明，这些多元化举措可能不会像预期的那样有效，反而可能会给他们本应支持的个人带来意想不到的负面后果。在三项新颖的实验（总计 N = 3,664）中，我们调查了组织招聘材料中支持多元化的信息是否以及何时可能促进或阻碍雇用代表性不足的少数族裔。参与者的种族和政治意识形态也被作为招聘建议的预测因素进行了调查。调查结果表明，支持多元化的信息助长了出于政治动机的招聘偏见。具体来说，在存在支持多元化的信息的情况下，白人和一些黑人、原住民和有色人种 (BIPOC) 保守派往往在招聘建议中表现出支持白人的转变，而自由派则倾向于表现出支持少数族裔的转变。本研究强调了组织意识的重要性，即招聘经理可能会出于政治意识形态而有意识或无意识地反对支持多元化的努力。本研究还强调，组织需要超越仅仅拥护支持多元化的价值观，并实际调查多元化举措对多元化员工的招聘、保留和晋升的影响。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。