Despite its popularity, signaling a multicultural approach to racial-ethnic diversity is often faced with both positive and negative reactions. In this article, we sought insights into what may contribute to the mixed reactions and why. Drawing on social categorization theories and mindset research, we proposed that an underexplored factor influencing stakeholders' reactions to organizations' diversity approach was their lay theories or mindsets of culture. Specifically, we argued that those who believe that racial-ethnic groups represent unchangeable deep-seated essences-a fixed (vs. malleable) cultural mindset-would react negatively toward the intergroup differentiations and comparisons evoked by multicultural approach signals. Three experiments manipulated organizational diversity approach signals. Results consistently showed that a fixed cultural mindset was negatively related to organizational attraction (Studies 1 and 2) and support for diversity-promoting policies (Study 3) in reaction to a multicultural (vs. colorblind) approach. In addition, Study 3 tested and showed that ethnocentrism, a self-protective mechanism, mediated the negative reactions. Together, the findings support lay theories of culture as a moderating factor that affects reactions toward a multicultural approach. Organizations should take individuals' theories of culture into consideration in their efforts to maximize attraction and support for diversity. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

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对多元文化（与色盲）多样性方法信号的反应不一：一种文化视角的外行理论。


尽管它很受欢迎，但表达种族多样性的多元文化方法常常面临积极和消极的反应。在本文中，我们深入了解了可能导致混合反应的因素及其原因。借鉴社会分类理论和心态研究，我们提出，影响利益相关者对组织多元化方法反应的一个尚未充分探索的因素是他们的文化理论或心态。具体来说，我们认为，那些相信种族群体代表着不可改变的根深蒂固的本质——一种固定的（相对于可塑的）文化心态——的人会对多元文化方法信号引发的群体间差异和比较做出负面反应。三个实验操纵了组织多样性方法信号。结果一致表明，固定的文化心态与组织吸引力（研究 1 和 2）以及对多元文化（相对于色盲）方法的多样性促进政策的支持（研究 3）呈负相关。此外，研究3测试并表明，种族中心主义（一种自我保护机制）介导了负面反应。总之，这些发现支持了文化作为影响对多元文化方法反应的调节因素的非专业理论。组织在努力最大限度地吸引和支持多样性时应考虑个人的文化理论。 （PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。