The study found that the business case for diversity may undermine potential employees from more minor well-represented groups.
Many companies make efforts to increase their diversity and support less representative teams. Much of this is evident in their advertising and Twitter feeds, especially on occasions such as Black History Month and LGBT Pride Month. It also stands out in achieving through its potential employees and hiring resources and processes.
But how effective are these statements of corporate diversity in making the company more attractive to potential employees from less representative groups?
According to a study published by the American Psychological Association (APA), companies justify their diversity efforts by saying that different employees will increase their risk of separating additional employees, hoping to attract them.
That is because such “business” reasons for diversity can be reversed, making members of less privileged groups – such as LGBTQ professionals, women in STEM fields (science, technology, engineering, and mathematics), and black students – feel judged. They are based on their public identity when they join the company.