THE DIVERSITY–VALIDITY DILEMMA: BEYOND SELECTION—THE ROLE OF AFFIRMATIVE ACTION

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Diversity management for all? An empirical analysis of diversity management outcomes across groups (2015, background): “As a result, non-target groups of diversity practices could feel as the “outsiders” group, resulting in negative attitudes and behaviour against these diversity programmes (Kravitz, 2008).”
THE DIVERSITY–VALIDITY DILEMMA: STRATEGIES FOR REDUCING RACIOETHNIC AND SEX SUBGROUP DIFFERENCES AND ADVERSE IMPACT IN SELECTION (2008, background): “Interviews manifest Black and Hispanic scores about one-quarter of a standard deviation lower than Whites (Huffcutt & Roth, 1998), yet have reasonably high validity. Racioethnic subgroup differences are larger as the cognitive loading of the interview increases. Structured interviews demonstrate hig”
Disability in the Workplace (2016, background): “Some research suggests that new hires who are members of groups targeted by affirmative action programs may face stigmatization in the workplace because they are considered less competent than other hires (Kravitz, 2008).”