“Our results suggest that if companies have goals around inclusion and diversity, then the business case may be backfiring”
It’s such obvious pandering. People are not stupid and can see right through it.
The College Fix reports:
Companies promoting diversity as a corporate strategy turn off minorities, business schools find
Some companies promoting diversity as a business strategy may alienate the minorities they are trying to attract, according to a new study from the Department of Organisational Behavior at the London Business School and the Yale School of Management.
The paper, published in the American Psychological Association’s Journal of Personality and Social Psychology, found that corporate diversity statements stressing instrumental business success, or how the organization can benefit or profit from diversity, “can threaten underrepresented group members and women, and thereby undermine organizations’ diversity goals.”
Most companies offer either a “business case” explanation for why they value diversity that focuses on “organizational performance,” or they offer a “fairness case” explanation that focuses on diversity as “inherently valuable” or “an end in itself,” according to the paper.
The professors used statements such as “We value diversity because it’s the right thing to do,” as an example of a “fairness” claim.
“Our results suggest that if companies have goals around inclusion and diversity, then the business case may be backfiring,” London Business School co-publisher Aneeta Rattan (pictured) told The College Fix in an email. Rattan collaborated with Yale School of Management’s Professor Oriane Georgeac on the paper.
Rattan told The Fix the study’s authors identified a phenomenon called “social identity threat.”
The papers’ authors cited a definition of this phenomenon as “the concern about being devalued based on one’s group membership.” The phenomenon can arise when a person believes that they are valued primarily for their minority status or membership, not for their other qualities or inherent human value.
Black or LGBT employees, for example, may feel that the company has hired them because they belong to a minority group, not because of their merits or other qualities.
Stressing the business case for diversity can backfire because it “triggers” social identity threat or “a sense of being depersonalized,” according to the paper.
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