Actions speak louder than words: Outsiders' perceptions of diversity mixed messages.

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ID: 92972
2016
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Abstract
To attract a gender diverse workforce, many employers use diversity statements to publicly signal that they value gender diversity. However, this often represents a misalignment between words and actions (i.e., a diversity mixed message) because most organizations are male dominated, especially in board positions. We conducted 3 studies to investigate the potentially indirect effect of such diversity mixed messages through perceived behavioral integrity on employer attractiveness. In Study 1, following a 2 × 2 design, participants (N = 225) were either shown a pro gender diversity statement or a neutral statement, in combination with a gender diverse board (4 men and 4 women) or a uniform all-male board (8 men). Participants' perceived behavioral integrity of the organization was assessed. In Study 2, participants (N = 251) either read positive or negative reviews of the organization's behavioral integrity. Employer attractiveness was then assessed. Study 3 (N = 427) investigated the impact of board gender composition on perceived behavioral integrity and employer attractiveness using a bootstrapping procedure. Both the causal-chain design of Study 1 and 2, as well as the significance test of the proposed indirect relationship in Study 3, revealed that a diversity mixed message negatively affected an organization's perceived behavioral integrity, and low behavioral integrity in turn negatively impacted employer attractiveness. In Study 3, there was also evidence for a tipping point (more than 1 woman on the board was needed) with regard to participants' perceptions of the organization's behavioral integrity. (PsycINFO Database Record
Reference Key
windscheid2016actionsthe Use this key to autocite in the manuscript while using SciMatic Manuscript Manager or Thesis Manager
Authors Windscheid, Leon;Bowes-Sperry, Lynn;Kidder, Deborah L;Cheung, Ho Kwan;Morner, Michèle;Lievens, Filip;
Journal the journal of applied psychology
Year 2016
DOI
10.1037/apl0000107
URL
Keywords
sustainability engagement perceived organizational support corporate social responsibility organizational psychology meaningfulness

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