On the Varieties of Diversity: Ideological Variations in Attitudes Toward, and Understandings of Diversity

Abstract

Three studies explore the possibility that attitudes toward “diversity” are multidimensional rather than unidimensional and that ideological differences in diversity attitudes vary as a function of diversity subtype. Study 1 ( n = 1,001) revealed that the factor structure of attitudes toward 23 diverse community features was bidimensional. Factors involving demographic and viewpoint diversity emerged. Conservatives reported more positive attitudes toward viewpoint diversity, and liberals more positive attitudes toward demographic diversity. Study 2 ( n = 1,012) replicated Study 1 findings, and extended Study 1 results by showing attitudes toward the general concept of diversity predicted attitudes toward demographic diversity but not viewpoint diversity. In Study 3, 386 participants rated how relevant a set of features was to their prototypical understanding of diversity. A confirmatory factor analysis (CFA) revealed people discriminate between viewpoint, demographic, and consumer diversity. Conservatives perceived viewpoint features as more relevant to “diversity,” whereas liberals perceived demographic features as more relevant.

Taking a “multiple forms” approach to diversity: An introduction, policy implications, and legal recommendations

“…Expanding the concept of diversity beyond race and ethnicity comes with still other challenges. Some recent research has differentiated between diversity in demographic characteristics (e.g., race/ethnicity, gender, age), ideologies (e.g., political conservatism), and even consumer preferences (Howard et al., 2022). Whether political ideology can and should be considered a form of diversity is especially contentious in the social sciences (Duarte et al., 2015; Inbar & Lammers, 2012).…”

“…For example, both men and women anticipated feeling more comfortable and a greater sense of belonging in a STEM company whose recruitment materials emphasized valuing the diversity of all employees rather than the diversity of female employees specifically (Cundiff et al., 2018). Notably, it is unclear in these studies what forms of diversity participants were envisioning (e.g., demographic vs. ideological diversity; Howard et al., 2022). However, in an unpublished study from one of our labs (Rios & Cowgill, 2022), 939 male and female participants on Amazon's Mechanical Turk read one of three hypothetical recruitment statements from a startup tech company.…”

The Dilution of Diversity: Ironic Effects of Broadening Diversity

“…Overall, the findings represent one of few demonstrations of concept creep in which (a) the broadened concept is not focused on harm (e.g., trauma, disability, sexism), and (b) broadening of the target concept may be associated with conservatism (but see Harper et al, 2022). Although we do not have direct evidence for this latter point, conservative people are more likely to consider viewpoint differences as relevant to diversity and demographic differences as less relevant compared to liberals (Howard et al, 2021). Thus, the findings tentatively suggest that concept creep could be a broader motivated process, whereby people either broaden or narrow their definitions of concepts to suit their political or other goals.…”

“…In the industrial-organizational psychology literature, scholars have distinguished between two different types of diversity, seeking to understand their effects on workgroup performance. One conceptualization, alternatively labelled as "demographic" (Howard et al, 2021), "surface-level" (Mohammed & Angell, 2004), "relations-oriented" (Jackson et al, 1995), and "social category" (van Knippenberg et al, 2004) diversity, focuses on demographic group identities typically protected from discrimination, such as race, gender, and sexual orientation. In line with Howard and colleagues (2021), we refer to this more traditional conceptualization of diversity as the demographic definition of diversity.…”

Who counts as diverse? The strategic broadening and narrowing of diversity

“…A large majority of organizations in the United States (U.S.) profess a commitment to diversity ( Kirby et al, 2023 ). How people and organizations define diversity can vary greatly, however ( Howard et al, 2021 ; Kirby et al, 2023 ). While diversity and diversity initiatives originally served to increase the representation of oppressed and marginalized group members, organizational definitions of diversity have expanded to include individual traits (e.g., personality, ideology) that are not protected by law ( Edelman et al, 2001 ).…”