As organizations continue to pursue achieving diversity and inclusion goals, how to propose and present efforts so as to maximize support and minimize resistance remains a challenge. The present set of studies, grounded in theory on the Attributional Analysis of Persuasion, examined how the demographics of diversity promoters relate to supportive attitudes and behaviors of others through perceptions of promoter self-interest. Via an experimental paradigm (Study 1), we found that White promoters were perceived as less self-interested than Black promoters of a diversity initiative, which in turn predicted more positive attitudes and support for the promoted effort. Using a sample of workplace critical incidents (Study 2), we found that diversity promoters who were demographically matched to the group for which they were advocating were perceived as more self-interested than those advocating for causes for which they were not demographically matched. Theoretical and practical implications, as well as study limitations, are discussed. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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对你有什么好处？多样性促进中的人口统计和自身利益认知。

随着组织不断追求实现多元化和包容性目标，如何提出和提出努力以最大限度地支持和最小化阻力仍然是一个挑战。目前的这组研究以说服的归因分析理论为基础，研究了多样性发起者的人口统计数据如何通过对发起人自身利益的看法与他人的支持态度和行为相关联。通过实验范式（研究 1），我们发现在多元化倡议中，白人发起人被认为比黑人发起人更不自私，这反过来又预测了对所推动努力的更积极态度和支持。使用工作场所关键事件样本（研究 2），我们发现，在人口统计学上与他们所倡导的群体相匹配的多元化倡导者比那些倡导他们在人口统计学上不匹配的事业的倡导者更自私。讨论了理论和实践意义，以及研究局限性。（PsycINFO 数据库记录 (c) 2020 APA，保留所有权利）。