Person-message fit: racial identification moderates the benefits of multicultural and colorblind diversity approaches
dc.contributor.author | Kirby, TA | |
dc.contributor.author | Kaiser, CR | |
dc.date.accessioned | 2020-07-17T10:02:23Z | |
dc.date.issued | 2020-09-15 | |
dc.description.abstract | 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. | en_GB |
dc.description.sponsorship | Economic and Social Research Council (ESRC) | en_GB |
dc.identifier.citation | Published online 15 September 2020 | en_GB |
dc.identifier.doi | 10.1177/0146167220948707 | |
dc.identifier.grantnumber | ES/S00274X/1 | en_GB |
dc.identifier.uri | http://hdl.handle.net/10871/121988 | |
dc.language.iso | en | en_GB |
dc.publisher | SAGE Publications | en_GB |
dc.rights | © 2020 by the Society for Personality and Social Psychology, Inc. Open access. This article is distributed under the terms of the Creative Commons Attribution 4.0 License (https://creativecommons.org/licenses/by/4.0/) which permits any use, reproduction and distribution of the work without further permission provided the original work is attributed as specified on the SAGE and Open Access pages (https://us.sagepub.com/en-us/nam/open-access-at-sage). | en_GB |
dc.subject | racial identity | en_GB |
dc.subject | self/identity | en_GB |
dc.subject | prejudice/stereotyping | en_GB |
dc.subject | organizational behavior | en_GB |
dc.subject | intergroup processes | en_GB |
dc.subject | multicultural | en_GB |
dc.subject | colorblind | en_GB |
dc.subject | diversity | en_GB |
dc.subject | inclusion | en_GB |
dc.subject | self-stereotyping | en_GB |
dc.title | Person-message fit: racial identification moderates the benefits of multicultural and colorblind diversity approaches | en_GB |
dc.type | Article | en_GB |
dc.date.available | 2020-07-17T10:02:23Z | |
dc.identifier.issn | 0146-1672 | |
dc.description | This is the final version. Available on open access from SAGE Publications via the DOI in this record | en_GB |
dc.identifier.journal | Personality and Social Psychology Bulletin | en_GB |
dc.rights.uri | https://creativecommons.org/licenses/by/4.0/ | en_GB |
dcterms.dateAccepted | 2020-07-11 | |
exeter.funder | ::Economic and Social Research Council (ESRC) | en_GB |
rioxxterms.version | VoR | en_GB |
rioxxterms.licenseref.startdate | 2020-07-11 | |
rioxxterms.type | Journal Article/Review | en_GB |
refterms.dateFCD | 2020-07-17T09:40:43Z | |
refterms.versionFCD | AM | |
refterms.dateFOA | 2020-09-22T14:22:15Z | |
refterms.panel | A | en_GB |
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and Social Psychology, Inc. Open access. This article is distributed under the terms of the Creative Commons Attribution 4.0 License (https://creativecommons.org/licenses/by/4.0/) which permits any use, reproduction and distribution of the work without further permission provided the original work is attributed as specified on the SAGE and Open Access pages (https://us.sagepub.com/en-us/nam/open-access-at-sage).