Study Finds Minority Managers Who Hire Minorities Are Likely to Be Rated Less Competent
Filed in Research & Studies on April 4, 2016
A new study, led by researchers at the Leeds School of Business at University of Colorado at Boulder, included an experiment where hundreds of participants were asked to evaluate a fictional hiring decision by a manager in a corporate setting. Participants read a description of the hiring decision that included a photo of the manager that indicated his or her ethnic identity. The participants were then given a questionnaire about the hiring decision.
The results showed that minority managers were rated as less effective when they hired a minority applicant for the open position than minority managers who hired a White person for the post. For White managers, there was no difference in competency rating on whether they hired a minority or non-minority candidate.
The results led the authors to conclude that “for all the talk about how important diversity is within organizations, White executives aren’t rewarded career-wise, for engaging in diversity-valuing behavior, and non-White executives actually get punished for it.”
The authors write that “it’s risky for low-status group members to help others like them. And this can lead to minorities choosing not to advocate for other non-Whites once they reach positions of power, as they don’t want to be perceived as incompetent.”
The study, “Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Nonwhite and Female Leaders?,” was published on the website of the Academy of Management Journal. It may be accessed here.