This piece in the British Psychological Society's Research Digest caught our eye as having some interesting implications for attraction and assessment. The suggestion that 'it is going to be harder for minorities to promote diversity in organisations, because their motives are going to be taken as suspect' is not an argumet we have come across before. We are reflective of how we consider this through the work that we do.
For female and non-White executives, the more they valued diversity, the worse they were rated for performance and competence. And the non-White leaders who received very high performance ratings (higher even than the White majority) showed the least interest in diversity. The authors argue that this points to an attitudinal bias, whereby most senior staff generally see diversity-promoting behaviour as benign or even worthwhile… except when it comes from minorities, in which case, it triggers concerns of nepotism or of opposition to the interests of the majority and a desire to undermine the status quo. In turn, these concerns may reinforce the minority status of the individual, making stereotypic negative judgments more salient.