Organizational Identity Safety Cue Transfers

Abstract

Traditionally, researchers have focused on identity-congruent safety cues such as the effect of gender diversity awards on women's sense of inclusion in organizations. The present studies investigate, for the first time, whether identity safety cues (e.g., organizational diversity structures) aimed at one stigmatized group transfer via perceptions of the organization's ideology (social dominance orientation), resulting in identity safety for individuals with stigmatized identities incongruent with the cue. Across four studies, we demonstrate that White women experience identity safety from organizational diversity structures aimed at racial minorities (Studies 1 and 2), and men of color experience identity safety from organizational diversity structures aimed at women (Study 3). Furthermore, while White men similarly perceive the organization's ideology, this does not promote identity safety (Study 4). Thus, we argue that individuals view organizations commended for diversity as promoting more egalitarian attitudes broadly, resulting in the transference of identity safety cues for stigmatized individuals.

Mixed Signals: The Unintended Effects of Diversity Initiatives

“…This study suggests that diversity initiatives and messages may not make the interview process feel less threatening for Latino men and may ironically create more concerns about being liked and treated fairly. Although this seems to contrast with prior work on the effect of diversity initiatives on anticipated belongingness and fair treatment (Chaney et al., ; Purdie‐Vaughns et al., ), it is not necessarily contradictory. For example, it is possible that other minority groups (e.g., White women, Black men and women) are more positively affected by messages about diversity.…”

“…Among these participants, brochures featuring either multicultural messages or photos of diverse employees led to higher attraction to the company and greater anticipated belonging at the company than brochures with neither. In another set of studies, White women and men of color reported higher levels of anticipated belonging in the presence (vs. absence) of diversity initiatives (Chaney et al., ). Dover et al.…”

“…Most diversity initiatives intend to communicate that members of underrepresented groups will be treated fairly and hence will be able to succeed within the organization. Research indicates that organizations with diversity initiatives are perceived as more procedurally fair for traditionally underrepresented groups than comparable organizations without diversity initiatives (Brady, Kaiser, Major, & Kirby, ; Chaney, Sanchez, & Remedios, ; Dover, Major, & Kaiser, ; Kaiser et al., ). From the perspective of an organizational leader, this fairness signal could be considered an important and positive outcome.…”

“…Other work, however, has addressed this question. One study showed that the presence or absence of diversity initiatives had no effect on White Americans’ anticipated inclusion at a company (Chaney et al., ). In another set of studies, White Americans were asked to either imagine or actually engage in an interview with a company that mentioned (vs. did not mention) its diversity initiatives and prodiversity values (Dover et al., ).…”

LGBTQ Bullying: Translating Research to Action in Pediatrics

“…Some emerging experimental evidence suggests that interventions designed to signal inclusivity toward members of 1 stigmatized group (eg, LGBTQ youth) may lead members of other stigmatized groups to feel safe as well (eg, racial minority youth). 73 Therefore, interventions designed to promote LGBTQ inclusivity may enhance feelings of safety and belonging among all youth.…”