Two alternative hypotheses explaining the over-representation of black men and women in diversity management positions

The purpose of this study was to evaluate two possible explanations for the over-representation of Black men and Women in Diversity Management and related positions. Onehundred seventy-four undergraduates were used in a 2 x 2 x 2 x 2 policy capturing study to testthe validity of a Race-Typing hypothesis and a Modern Racism hypothesis. Participants wereasked to rate two resumes for four position openings. Participants also completed an ethnicidentity questionnaire to determine possible interaction effects. Support was found for the Race-Typing hypothesis such that the Black applicant received higher ratings than the White applicanton the Diversity Manager position. Although neither of the other hypotheses were supported,evidence was found that White participants rated the Black applicant lower on all jobs aftercontrolling for job type, qualifications, and the interaction between job type and candidate race.