Project info
Work package
- Inclusion
- Work
Sustainability threat
- External Shocks
Challenge
- Dealing with diversity
- Reshaping organizational forms
Study info
Related studies according to this researcher
Celebrating the “Invisible”: The Role of Organizational Diversity Approaches on Attracting and Retaining LGBTQ+ Talent
Description of Study
This research investigates whether and how workplace diversity approaches—identity-conscious versus identity-blind—are associated with LGBTQ+ employees' perceptions of tolerance. Whilst tolerance is widely regarded as an important virtue for the harmonious functioning of diverse societies, it can inadvertently harm minoritized individuals. In workplace settings, perceptions of tolerance may hinder the benefits of diversity by discouraging minoritized employees from sharing their perspectives and prompting individuals with relatively concealable stigmas, such as LGBTQ+ employees, to conceal their identities. Across two studies (n = 907), we examine the conditions under which tolerance perceptions may arise. Study 1 explores LGBTQ+ prospective employees' anticipated tolerance in organizations with identity-blind versus identity-conscious mission statements. Study 2 examines LGBTQ+ employees' workplace experiences, focusing on how organizational and leadership diversity approaches are related to perceptions of tolerance. Findings reveal that relatively identity-blind approaches are associated with increased feelings of being tolerated. Moreover, identity-conscious leadership strategies, when coupled with identity-conscious organizational approaches, further diminish perceptions of being merely tolerated. Our findings underscore an un-intended correlate of identity-blind diversity approaches, which may perpetuate tolerance-focused climates and indirectly undermine inclusion for LGBTQ+ employees.
Study research question
Do LGBTQ+ individuals associate different diversity approaches, particularly identity blindness, with perceptions of being tolerated.
In addition to exploring the relationship between diversity approaches and perceptions of being tolerated, we seek to examine two additional factors that may influence the direction or strength of this relationship: multiple minoritized group membership and the perceived diversity approach of one’s leader.
Collection provenance
- Collected during project
- -
Collection methods
- Experiment
- Questionaire
- Vignette survey
Personal data
No
External Source
Source description
File formats
Data types
- Structured
Languages
- English
Coverage start
Coverage end
Spatial coverage
Collection period start
01/11/2021
Collection period end
01/11/2022
Variables
Unit
Unit description
Sample size
Sampling method
Individuals
LGBTQ+ Individuals over the age of 18, who lived in the UK
907
Prolific
Hypothesis
Theory
LGBTQ+ individuals associate different diversity approaches, particularly identity blindness, with perceptions of being tolerated.
Tolerance, Diversity Ideology
the perceived diversity approach of leaders may be directly associated with LGBTQ+ employees’ perceptions of tolerance
Tolerance, Leadership, Diversity Ideology
leaders’ approaches may moderate the impact of the organization’s overall diversity approach on these perceptions, either amplifying or mitigating its effects.
Tolerance, Leadership, Diversity Ideology
Variable type
Variable name
Variable description
Dependent variable
Anticipated/Perceived Tolerance
We measured tolerance by a one item measure adapted from Cvetkovska, Verkuyten, Adelman, and Yogeeswaran (2020).
Independent variable
Organizational Diversity Ideology/Approach Vignette
Organizational Diversity Ideology was manipulated in study 1 and 2 using a vignette design. Participants are randomly assigned to one of the two conditions. participants are shown one of two company statements ostensibly presented on the company website. In the identity-blind condition, the statement reads that the company believes in deemphasizing group differences and encourages its employees to focus on similarities, regardless of their group membership. In the identity-conscious condition, the statement reads that the organization prides itself on its diversity and believes in celebrating differences (for exact statements see appendix). Besides the diversity approach, every other aspect of the statement and webpage is kept consistently the same across both conditions
Independent variable
Organizational Diversity Approach
Organizational Diversity Approach was measured using questions adapted from Dang et al (2022).
Independent variable
Leader Diversity Approach
Leader Diversity Approach was measured using questions adapted from Dang et al (2022).
Discipline-specific operationalizations
Conflict of interest
No conflict of interests
Data packages
Publications
“Are They Just Putting Up With Me”? How Diversity Approaches Impact LGBTQ+ Employees' Sense of Being Tolerated at Work
British Journal of Social Psychology, 64(4), e70006
Documents
Filename
Description
Date
Ethics
Ethical assessment
Yes
Ethical committee
Faculty Ethics Review Board - Social and Behavioral Sciences