We frequently speak on the importance of diversity and inclusion in the workplace. In fact, we’ve recently shared insights into the intersectionality of diversity as well as tips to improve diversity and inclusion in the workplace (including guidelines on more inclusive language). In continuing with CMA’s trend of advancing diversity, equity, and inclusion in the workplace, we wanted to highlight brand new research with some real practical implications for organizations.

In a recently published study, researchers wanted to explore the concept of diversity ideologies and its impact on employee outcomes. Diversity ideologies are individual beliefs regarding the nature of intergroup relations and how they can be improved in culturally-diverse societies. The ideologies can generally be classified into one of two categories: identity-conscious (i.e., acknowledging individuals’ racial/ethnic identities) and identity-blind ideologies (i.e., a lack of acknowledgment of such identities). The prominent identity-conscious type is multiculturalism, whereas the prominent identity-blind type is colorblindness. Given that one’s respective identity is a core human need, the different ideologies adopted by leaders may have consequences for how employees perceive and react within the workplace. Researchers set out to explore this very notion.

A team of researchers conducted research in which employees were given varying statements about a hypothetical leader’s approach to managing racial and ethnic diversity in the workplace. Following this, the employees were asked to evaluate how ethical they perceived the leader to be as well as their intentions to engage in discretionary prosocial work behaviors. 

Across two experiments and a field study, the researchers were able to confirm their hypotheses. Overall, the findings suggest that those leaders who adopted identity-conscious ideologies were perceived as more ethical by their employees. Not surprising, such ethical leadership perceptions are then likely to result in an increase in prosocial behaviors amongst the employees. 

Overall, the research highlights the importance of identity-conscious ideologies for perceptions of ethical leadership and performance. While you should not unauthentically adopt an identity-conscious ideology, the research provides insight into the overall linkages. These insights can be invaluable for how leaders who are already of a multicultural mindset “show up” at work and as a general understanding for those who may adopt an identity-blind ideology. 

Reference: 

Dang, C. T., Volpone, S. D., & Umphress, E. E. (2022). The ethics of diversity ideology: Consequences of leader diversity ideology on ethical leadership perception and organizational citizenship behavior. Journal of Applied Psychology. Advance online publication. https://doi.org/10.1037/apl0001010