Do I Belong Here? How Diversity Messaging Influences Job Seekers
Kimberly Bautista
Department of Psychology
Faculty Supervisor: Shiyu Yang
Building upon prior research of diversity rhetoric, this study examines how different diversity statements from organizations influence job seekers’ sense of belonging, anticipated performance, and perceived organizational attractiveness. We replicate prior findings showing that a diversity statement emphasizing social justice (i.e., the Fairness Case) is received more positively than one emphasizing business benefits (i.e., the Business Case). More importantly, we introduce a novel perspective that highlights diversity as a source of organizational learning and integration (i.e., the Learning and Integration Case). We further examine how responses to these diversity statements vary across applicant backgrounds, with a particular focus on first-generation college students, who comprise approximately 40% of undergraduates and represent a growing segment of the labor market. In a between-subjects factorial design, 217 participants were randomly assigned to read one of the four diversity statements from a prospective employer: (a) learning and integration case, (b) business case, (c) fairness case, and (d) a control case (minimum explanation for why valuing diversity). Participants then reported their sense of belonging, anticipated performance, and organizational attractiveness. Results show that diversity framing significantly influenced these outcomes: the Learning and Integration Case generated the most positive evaluations, whereas the Business Case was evaluated as the least favorably. Moderation analysis reveals that these effects are consistent among first-generation and continuing-generation college students. Overall, the study suggests that diversity statements can meaningfully shape applicant perceptions and that framing diversity as a source of Learning and Integration may be particularly effective in fostering positive organizational impressions.