Focus on Diversity, Inclusion, and Belonging and Analytical Aptitude: Performative Gesture or Genuinely Supportive?

Following the murder of George Floyd in May 2020, some institutions and organizations made statements that were mere platitudes, while many others were silent. However, as the summer progressed, more organizations began making statements that were unambiguously supportive of the Black Lives Matter movement and mentioned long-term ways in which they planned to address racism within their companies—and in some cases, in society. We wanted to better understand what, if anything, about these statements resonated with others, but specifically, the impact these statements had on Black employees.

Using content analyses, we examined 88 statements released by 69 Fortune 100 companies. We used a deductive approach to code the statements for three separate studies that examined three specificity dimensions: the specificity of description of events in the summer of 2020, the specificity of language used to describe diversity, and the specificity of description of organizational diversity actions planned. In addition, we used an inductive process to identify additional themes that emerged from the data. We also conducted a survey examining employee reactions to statements by their employers, as well as an experiment that manipulated types of statements.

Research Results: Findings from the 3 Studies

In Study One, we found that 67% of statements specifically mentioned the names of Black people who were murdered, while 23% described injustice in more broad terms (e.g., event, occurrence). We also found that half of statements that mentioned planned actions to address injustices described doing so through monetary donations, while other actions, such as training or other forms of support, were mentioned less frequently.

In Study Two, we found that making a statement was viewed more positively than not, and in all cases, this effect was qualified by an interaction with race. Specifically, while all employees indicated more negative perceptions when there was a lack of communication, post-hoc comparisons indicated that Black employees experienced more negative feelings when there was no communication, yet experienced similar positive feelings when top leadership issued a statement.

In Study Three, where we developed stimuli based on existing corporate statements, we found that statements describing specific planned actions were viewed as more credible. We also found that Black employees viewed the statements as more credible than non-Black employees in general and that when racial injustice was ambiguously framed (describing an action as an event versus a murder) but an emotional tone was used, the statement was viewed as less credible.

Practical Implications

How does this research guide future activities? Who can use the results of these studies? The nature of organizational statements has an impact on credibility perceptions and employee affective reactions, both to the statement and to the organization. This has implications for organizational leaders and managers regarding how they communicate with employees about social events, and specifically with employees who are part of minority groups about racism in society.

Key Considerations for Evidence-Based Management

To implement the findings of this research in your company, consider these things to achieve a successful outcome. While organizations do need to consider their culture in crafting communications, it is important to employees that communications are credible. Ensure your communications are sincere and trustworthy. Maximize success by identifying concrete actions to take to achieve goals.

The Work Will Continue

There is a need for continued work on how organizations can best communicate a commitment to diversity and what specific initiatives will be seen as sincere. We continue to work on projects related to the valuing and interpretation of diversity initiatives and perceptions of the authenticity of those seeking to convey allyship.

Lauren Collier-Spruel recently earned a Ph.D. in organizational psychology from Michigan State University, where she studied with Ann Marie Ryan, Ph.D., a professor of organizational psychology.