The influence of diversity context on white men's and racial minorities' reactions to disproportionate group harm.
The author examined the influence of organizational diversity management on White men's and racial minorities' perceptions of fairness when members of their identity group were disproportionately harmed in a layoff. Using a scenario design, the author studied the reactions of 284 White male and racial minority layoff survivors under 2 different diversity contexts. White men saw the layoff as less fair to their group when other White men were laid off disproportionately in an active-diversity context versus an inactive-diversity context. Racial minorities' perceptions of fairness when other minorities were laid off disproportionately were not influenced by the diversity context, but they perceived the layoff as more fair to their group in an active-diversity context when White men were laid off disproportionately. The findings suggest that during layoffs or other significant organizational changes where job insecurity is heightened, different identity groups might perceive diversity management differently.
Mollica
Kelly A
KA
Babcock Graduate School of Management, Wake Forest University, Winston-Salem, NC 27109, USA. kelly.mollica@mba.wfu.edu
D000328:Adult; D001741:Black or African American / Q000523:psychology*; D018864:Cultural Diversity; D004651:Employment; D005260:Female; D006630:Hispanic or Latino / Q000523:psychology*; D006801:Humans; D008297:Male; D008913:Minority Groups; D015279:Organizational Culture; D010465:Perception; D011287:Prejudice; D044465:White People / Q000523:psychology*