Although diversity training is becoming an integral component of organiza

Bertrand & Mullainathan (2002) found evidence that race-typed names can have a significant influence on the evaluation of re´sume´s. The current study expanded on their research by manipulating both the race (Asian American, Black, Hispanic, White) and quality of the re´sume´(high, low), and by considering occupational stereotypes as an explanatory mechanism. White male participants (N 5 155) read a fictitious re´sume´, evaluated the applicant, and judged his suitability for jobs. The results revealed that Asian American individuals were evaluated highly for highstatus jobs, regardless of their re´sume´quality. White and Hispanic applicants both benefited from a high-quality re´sume´, but Black applicants were evaluated negatively, even with strong credentials. Results of mediation analyses demonstrated that occupational stereotypes accounted for the relationship between race and evaluations of applicants.

Although the American workforce is becoming more diverse, Black managers continue to face obstacles to success. One of the greatest challenges facing Black leaders is aversive racism, a subtle but insidious form of prejudice that emerges when people can justify their negative feelings towards Blacks based on factors other than race. The present study (N = 156) revealed that participants gave negative ratings to Black leaders and White subordinates and positive ratings to Black subordinates and White leaders, thus affirming these workers in their stereotypical societal positions. Furthermore, participants used even innocuous past mistakes of Black leaders to justify their negative evaluations of them. The theoretical and practical implications for leadership theories, performance appraisals, and organizational policy are discussed.

Realistic group conflict theory (LeVine & Campbell, 1972) posits that people resist policies that advance the relative standing of out‐group members, especially during periods of threat. To test the viability of realistic conflict in a meaningful social context, an experimental method was used to explore the influence of economic threat on stigmatization in White individuals’ personnel decisions and resistance to diversity policies. As expected, compared to participants in a control condition, participants who were exposed to an economic threat evaluated a minority female job candidate more negatively than a White male candidate. In addition, willingness to support programs related to diversity was reduced among participants who endorsed zero‐sum ideologies. This study highlights the role of economic threat on stigmatization and indicates that vigilance in addressing discrimination may be particularly important in the context of the current turmoil of the world economy.

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