UCLA

Managing diversity is challenging—both for organizations and members of negatively stereotyped groups within those organizations. As a result, many organizations implement structures, such as formal diversity policies, as a way in which to reduce discrimination and increase equity. The studies in this dissertation examine two lines of research. Paper 1 and Paper 2 explore how efforts to promote diversity through the increased representation of racial minority group members may unintentionally backfire, increasing prejudice and discrimination. Paper 1 examines whether racial minority group members’ negative evaluations of other minority targets facilitates majority group members’ prejudice expression – in particular because these contexts reduce majority group members’ concerns about appearing prejudiced. Paper 2 extends the research from Paper 1 by examining whether majority group members reward minority group members who undermine minority advancement and success because doing so can reduce majority group members concerns about appearing prejudiced. A second line of research explores how people manage their memberships in negatively stereotyped groups. Paper 3 tests an intervention strategy for how one can reduce the likelihood of becoming a target of discrimination after disclosing a negatively stereotyped concealable identity.