Let’s think about trying to attract a diverse group of people to work for your company. Some companies say they care about diversity, but others go further and set clear goals, like hiring one woman or person of color for every White man. Does this make a difference to people looking for jobs, especially those from historically marginalized groups?

Psychology theories suggest different things could happen. On one side, having clear targets might make people from marginalized groups feel uncomfortable, like they're seen only because of their background. On the other, it might show these groups that there's a real chance they could get hired.

Researchers ran a big experiment to see what happens in real life. They found that mentioning clear diversity goals in job ads made women and people from racial minorities more likely to apply. The effect was even stronger for White women, who were 10. 5% more likely to apply after seeing a measurable goal.

After this, more studies were done to figure out why this happened. It turned out that although these goals might seem too focused on results, they also made people think that the company was really committed to diversity and that it could benefit their careers. This made them more eager to apply.

It's important to think about the pressures facing people from marginalized groups when they consider job offers from companies that talk about diversity.

Does Setting Diversity Targets Make Job Hunters More Likely to Apply?

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