Buffering stereotype threat in organizations: an analysis of successors, ethnic identity and inclusive organizations as buffers to stereotype threat

Organizations are becoming increasingly diverse with more women and people of color moving into managerial positions previously only held by White males. The experiences of stereotype threat and perceptions of organizational diversity can cause many of these individuals to leave their current organization for one where they feel more valued. Some individuals may have a salient role model of the same gender or race who has occupied the position before them, which may buffer this threat. Beyond this, the level of an individuals ethnic identity has been suggested to reduce perceptions of stereotype threat among minority workers. The current study seeks to examine whether individual differences (e.g., pioneer or settler) or organizational level differences (e.g., perceived diversity climate) are better at reducing perceptions of stereotype threat and lowering turnover intentions.