Women and minorities are often viewed as advocates for the recruitment and retention of similar others. This assumes that women and minorities do not face any barriers to taking on the role of “diversity advocate.” We believe this assumption is flawed. In 2 experiments and a qualitative study, we focus on favoritism threat as 1 such barrier. Favoritism threat takes place when evaluators fear their support for a similar other will be seen as an unfair positive bias. Study 1 demonstrates that distinctive individuals, regardless of gender, perceive more favoritism threat than do nondistinctive individuals. Study 2 shows that only low-status distinctive individuals (women in the numeric minority) show outgroup favoritism by evaluating an outgroup applicant higher than an equally qualified ingroup applicant on a subjective indicator. Study 3 finds that a majority of racially distinctive individuals spontaneously identify favoritism threat as a concern when contemplating advocating for a demographically similar other, even when told that the other is qualified.

中文翻译：

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破坏多样性：偏袒威胁及其对类似他人的倡导的影响。

妇女和少数族裔通常被视为招募和留住类似他人的倡导者。这假设女性和少数族裔在担任“多元化倡导者”角色时不会面临任何障碍。我们认为这个假设是有缺陷的。在 2 个实验和定性研究中，我们将偏爱威胁作为 1 个这样的障碍。当评估者担心他们对类似他人的支持会被视为不公平的积极偏见时，就会发生偏袒威胁。研究 1 表明，无论性别如何，独特的个体比非独特的个体感知到更多的偏袒威胁。研究 2 表明，只有地位低的独特个体（少数族裔女性）才会通过在主观指标上评估外群体申请人高于同等资格的内群体申请人来表现出外群体偏好。