Members of high-status groups are threatened by pro-diversity organizational messages

By Tessa L. Dover, B. Major, Cheryl R. Kaiser. 2016

209 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/d705e0f677f52ed725ad3d06b2e9c0177e974bf6

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. B. Major
2. D. Sanchez
3. Cheryl R. Kaiser
4. M. Verkuyten

In Organizational Behavior and Human Resource Management

1. D. Sanchez
2. Cheryl R. Kaiser

In Sociology and Political Science

1. B. Major
2. D. Sanchez
3. Cheryl R. Kaiser
4. K. Chaney
5. M. Hatzenbuehler
6. Thomas P. Lebel
7. M. Verkuyten
8. Janet Tomiyama

Citations in the corpus

• Mixed Signals: The Unintended Effects of Diversity Initiatives (2019, background): “difference variables, including white racial identification, political ideology, system justification beliefs, prejudice, and motives to respond without prejudice (Dover et al., 2016).”
• Gender-Inclusive Bathrooms Signal Fairness Across Identity Dimensions (2018, result): “We do not, however, see these findings as at odds, as Dover, Major, and Kaiser (2016) employed a paradigm in which individuals imagined interviewing for the company, signaling a zero-sum situation which may make White men threatened by diversity structures (i.e., diversity hiring) that they…”