Why We Need to Talk about Race

Nelson, Kate

doi:10.4324/9781003126461-4

Cited by 1 publication

(1 citation statement)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…However, dimensions of diversity and underrepresentation vary around the world. For example, refugee status is more prominent in countries like Jordan or Lebanon (Bhatia, 2020) while gender is more salient in more racially homogenous countries in Asia (Loon, 2021). Thus, future research should explore the demographic characteristics that are prototypical for a DEI leader in different locations.…”

Section: Discussionmentioning

confidence: 99%

The non-White standard: Racial bias in perceptions of diversity, equity, and inclusion leaders.

Paluch¹,

Shum²

2024

Journal of Applied Psychology

View full text Add to dashboard Cite

In response to calls for greater diversity, equity, and inclusion (DEI) in the workplace, many organizations have implemented a leadership role dedicated to advancing DEI. Although prior research has found that the traditional leader is associated with being White, anecdotal evidence suggests DEI leader roles are predominantly held by non-White individuals. To examine this contradiction, we draw on social role and role congruity theories to conduct three preregistered experimental studies (N = 1,913) and explore whether the DEI leader role diverges from the traditional leader role such that observers expect a DEI leader to be non-White (i.e., Black, Hispanic, or Asian). Our findings indicate that DEI leaders are generally presumed to be non-White (Study 1) and that observers perceive traits associated with non-White, rather than White, groups correspond more strongly with traits required for the DEI leader role (Study 2). We also explore the effects of congruity and find non-White candidates receive stronger leader evaluations for a DEI leader role and that this relationship is mediated by nontraditional, role-specific traits (i.e., commitment to social justice and suffered discrimination; Study 3). We conclude by discussing the implications of our work for DEI and leadership research as well as for work drawing on role theories.

show abstract

Section: Discussionmentioning

confidence: 99%