Although diversity approaches attempt to foster inclusion, one size may not fit all. In five
studies, African Americans (N = 1,316), who varied in strength of racial identification,
contemplated interviewing at a company with a multicultural or colorblind approach. Participants
in the multicultural condition anticipated pressure to ...
Although diversity approaches attempt to foster inclusion, one size may not fit all. In five
studies, African Americans (N = 1,316), who varied in strength of racial identification,
contemplated interviewing at a company with a multicultural or colorblind approach. Participants
in the multicultural condition anticipated pressure to be prototypical group members relative to
colorblind and control conditions. Only weakly identified participants reacted to this pressure,
experiencing more anxiety and inauthenticity in the multicultural relative to colorblind (not
control) company. Strongly identified participants experienced less anxiety and inauthenticity in
the multicultural relative to colorblind and control companies. Inauthenticity among weakly
identified participants was apparent in self-descriptions and linked with worse hiring outcomes in
multicultural relative to colorblind and control contexts. Despite predictions, there were no selfstereotyping effects.
Diversity approaches that make some group members more comfortable
may prove simultaneously constraining for others, highlighting the complexity in how diversity
approaches affect individuals.