BACKLASH TOWARD DIVERSITY INITIATIVES: EXAMINING THE IMPACT OF DIVERSITY PROGRAM JUSTIFICATION, PERSONAL AND GROUP OUTCOMES

By Deborah L. Kidder, Melenie J. Lankau, Donna Chrobot-Mason, Kelly A. Mollica, R. Friedman. 2004

210 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/a328dbcc013b04474700d778c88a81edc0d488ec

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Carol T. Kulik
2. Loriann Roberson
3. Molly B. Pepper
4. Gwendolyn M. Combs
5. Sharon K. Parker
6. Fred Luthans

In Organizational Behavior and Human Resource Management

1. Carol T. Kulik
2. Loriann Roberson
3. Gwendolyn M. Combs
4. Sharon K. Parker
5. Margaret Yap
6. Fred Luthans
7. Charity-Ann Hannan
8. Mark Robert Holmes

In Sociology and Political Science

1. Carol T. Kulik
2. Gwendolyn M. Combs
3. Sharon K. Parker
4. Fred Luthans
5. Loriann Roberson

Citations in the corpus

• The rich get richer: predicting participation in voluntary diversity training (2007, background): “First, trainee demographics may be related to trainee perceptions of the value of diversity training and therefore influence trainee motivation to attend a voluntary training session (Kidder et al., 2004).”
• RACIAL DIFFERENCES IN EMPLOYEE RETENTION: ARE DIVERSITY CLIMATE PERCEPTIONS THE KEY? (2007, unknown): “Consequently, they may exhibit backlash against organizational diversity efforts (Avery, 2003; Kidder, Lankau, Chrobot-Mason, Mollica, & Friedman, 2004; Linnehan & Konrad, 1999).”
• The relationship between diversity training, organizational commitment, and career satisfaction (2010, background): “After examining whites’ reactions to diversity programs for example, Kidder et al. (2004) found DT to result in “backlash” among trainees.”
• Best Practices or Best Guesses ? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies (2007, unknown): “Some studies of diversity training suggest that it may activate rather than reduce bias (Kidder et al. 2004; Rynes and Rosen 1995; Sidanius, Devereux, and Pratto 2001).”
• Diversity Training: Analysis of the Impact of Self-Efficacy (2007, background): “…design (Davidson, 1999; Holladay et al., 2003), organizational context factors (Hanover & Cellar, 1998), planned behavior and behavioral control (Wiethoff, 2004), organizational justification (Kidder et al., 2005), and attitudes toward training and diversity initiatives (De Meuse & Hostager, 2001).”