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Two studies investigated applicant reactions to alternative methods of incorporating diversity in employee selection decisions. Of particular interest was the hypothesized interaction between specific approach to incorporating diversity in the selection policy (holistic vs mechanical) and mode of receiving information about this approach (viewing policies in isolation vs viewing policies simultaneously). Results indicate preference for holistic approaches to incorporating diversity in selection. The magnitude of the preference was much greater when participants evaluated both approaches simultaneously. Results are consistent with the distinction bias, which suggests that people differentiate between options more when they consider them simultaneously than when they view them separately. Findings have implications for applicant reactions research, human resource decision making, and policy formation.

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