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theses

Many U.S. institutions have committed to increasing employee diversity as a means to improve their organizational strength and competitiveness, and frequently highlight the race and gender diversity at their organizations in promotional materials such as brochures and websites. However, recent research suggests that exposure to both race and gender diversity systems at the organizational level may be associated with negative consequences such as discriminatory hiring for racial minorities and women (Kaiser et al., 2013). Thus, corporations that espouse their race and gender diversity may ironically harm themselves and the underrepresented group members whom they seek to empower (i.e., racial minorities and women). At the same time, race and gender diversity has been associated with positive outcomes for companies, such as creativity, so individuals may also expect diverse organizations to also possess these qualities. This dissertation examined the perceptions and downstream consequences of race and gender diversity in institutional settings among high status group members (Whites, White men). Study 1a predicted and found that race-diverse organizations experienced diversity stigma, being evaluated as less prestigious, less exclusive, and having less competent employees, compared to a race-homogenous organization. In contrast Study 1b found that gender-diverse organizations experienced diversity credits, being evaluated as more broadminded, marginally more prestigious, and having more competent employees, compared to a gender-homogenous organization. These data suggest that the perceptual benefits of diversity may remain reserved for organizations that are gender-diverse, and that race-diverse organizations may bear the perceptual brunt of organizational stigma. Studies 2a and 2b further examined whether race and gender diversity also negatively impacts the hiring and valuing of racial minorities and women, due to the perception that race or gender representation “is no longer a problem” at such organizations. Across studies, racial minorities, as well as (White) male and female candidates, received perceptual boosts in race and gender diverse contexts, though the benefits of gender diversity were more global than those of race diversity. Perception of social progress was found to be unrelated to target evaluations. The results are discussed with respect to increasing the representation and valuation of underrepresented group members in the workplace.

ETD_6240

Ph.D.

Includes bibliographical references

by Leigh Solano Wilton

doi:10.7282/T3T72K9S

ETD doctoral

The author owns the copyright to this work.