situational perspective taking as an intervention for improving attitudes toward organizations that invest in diversity management programs

In order for diversity management programs to serve as competitive resources, organizations must attract employees who will fit in and support an organization’s diversity management programs. two experiments examined situational perspective taking, in which one imagines being the target of workplace discrimination, as an intervention to increase positive attitudes toward organizations that invest in diversity management programs. participant gender and ethnic identity were examined as moderators. in two experiments, managers (study 1) and active job seekers (study 2) were instructed to imagine and write down how they would feel if they were the targets of workplace discrimination and read recruitment materials of an organization and its investment in diversity management programs. both studies showed that engaging in a situational perspective taking about being the target of workplace discrimination led to more p-o fit and organizational attraction toward an organization that has diversity management programs. the effect of situational perspective taking had a greater impact on white men than on women and ethnic minority participants. these results suggest that the design of organizational recruitment activities should highlight their support of diversity management programs and emphasize that all member benefit from diversity management programs. originality/value—despite theoretical work that suggests that organizational attitudes are an important factor for the effectiveness of diversity management programs, this is the first known research that shows that perspective taking can help people see the value in diversity management.