Demographic diversity in the United States is rising, and increasingly, work is conducted in teams. These co-occurring phenomena suggest that it might be increasingly common for work to be conducted by demographically diverse teams. But to date, in spite of copious field experimental evidence documenting that individuals are treated differently based on their demographic identity, we have little evidence from field experiments to establish how and whether teams are treated differently based on their levels of demographic diversity. To answer this question, we present the results of a preregistered, large-scale (n=9496) field experiment testing whether team demographic diversity affects outsiders' responses to the team. Participants were asked via email to donate money to support the work of a team that was described and depicted as demographically diverse, or not. Even though the study was well-powered to detect even small effects (i.e., differences of less than 1.5 percentage points in donation rates), we found no significant differences in people's willingness to donate to a more diverse versus a less diverse team. We also did not find moderation by participant gender, racial diversity of the participant's zip code, or political leaning of the participant's zip code, suggesting that the lack of a main effect is not due to competing mechanisms cancelling out a main effect. These results suggest past research on the effects of demographic diversity on team support may not generalize to the field, highlighting the need for additional field experimental research on people's responses to demographically diverse teams.

美国的人口多样性正在上升，并且越来越多的团队合作开展工作。这些共同出现的现象表明，人口统计学上多样化的团队进行工作可能越来越普遍。但是到目前为止，尽管有大量的实地实验证据记录了根据人口统计学特征对个体进行区别对待的情况，但我们从实地实验中尚无证据来确定根据人口统计学的差异如何以及是否对团队进行区别对待。为了回答这个问题，我们提供了一个预先注册的大规模（n = 9496）野外实验的结果，该实验测试团队的人口统计学多样性是否影响外部人对团队的反应。参与者通过电子邮件被要求捐款以支持一个团队的工作，这个团队被描述为和描述为人口统计学上的不同。即使这项研究具有很好的能力，甚至可以检测到很小的影响（即捐款率差异小于1.5个百分点），但我们发现人们向多元化团队和多元化团队捐款的意愿没有显着差异。我们还没有发现参与者性别，参与者邮政编码的种族多样性或参与者邮政编码的政治倾向引起的节制，这表明缺乏主要效果并不是由于竞争机制抵消了主要效果。这些结果表明，过去有关人口多样性对团队支持的影响的研究可能不会推广到该领域，