Why workplace diversity efforts struggle

No question about it, companies’ campaigns to hire and promote more minorities (including, in some industries, women) have created workplaces that do a far better job of reflecting the growing diversity of the U.S. population than was true even a decade ago. Yet some employers are puzzled by the stubborn fact that such hires don’t move up as often or as fast as their credentials suggest they might, and some don’t even stay. Why?<div class="paywall-selector"></div><div class="paywall">
One possible reason that’s usually too subtle to be mentioned in an exit interview: “Diversity hires” are often assumed by other employees to have been hired for their sex or their skin color alone, not because they’re qualified for their jobs — and that stigma even rubs off on the individuals themselves, so they either stop trying to get ahead or else just quit. That’s according to a new study, led by three business school professors, that analyzed earlier research covering 6,432 employees.
“People have all kinds of assumptions about what ‘affirmative action’ or ‘diversity programs’ mean,” notes David Mayer, one of the study’s authors, who teaches management at the University of Michigan’s Ross School of Business. “Unfortunately, plenty of employees think it’s about hiring people who are less qualified, just because they’re a member of a minority group.”
The study, which will be published later this month in the Academy of Management Journal, found that belief, which usually goes unspoken, can make some employees perceive minority colleagues as “less likeable,” Mayer says. “They’re seen as having an unfair, unearned advantage in the competition for scarce resources like raises and promotions.” The predictable result, as time goes by, is that few minorities stick around long enough to reach senior positions — the opposite of what diversity efforts are intended to achieve.
That’s discouraging, but there’s a relatively simple fix. Instead of assuming that everyone knows a new employee was hired based on his or her qualifications, spell it out.
“An email memo from a fairly senior manager welcoming the new person and describing his or her education, experience, and special knowledge can really make a big difference,” Mayer says. “If someone was hired partly because she has a lot of experience in a particular market the company wants to get into, for example, say that. Don’t assume people will discover it on their own, or that the new employee is even aware that that’s why he or she was hired.”
The likeability factor is more complicated, but Mayer says his research suggests companies can tackle it by “creating an environment where people are encouraged to get to know each other as more than just coworkers, and where employees are allowed to bring their outside selves to work with them. The better people know each other as individuals, the less backlash there is against diversity.”
Both the welcome memo and the collegial culture are “really best practices in any workplace, regardless of whether there’s a diversity effort going on,” Mayer adds. “It’s a matter of just a little more transparency. Companies often forget that employees want to know the reasons behind decisions” — even, or especially, diversity hires.
Have a career question for Anne Fisher? Email askannie@fortune.com.</div>

A new study says minority employees are often perceived to be less competent, even in their own eyes. But managers can fix that.

legacy

Careers

Why workplace diversity efforts struggle | Fortune

Preston Fore

Financial advisor presents a graph to her client.

How to become a financial advisor: 4 steps to a life-long career

/education/careers/how-to-become-a-financial-advisor/

Group of business people look at charts and graphs.

How to become an actuary: 4 steps to earn six figures

/education/careers/how-to-become-an-actuary/

Woman analyzes a chart with a laptop next to her.

How to become a CPA

/education/careers/how-to-become-a-cpa/

Woman explains a concept to a woman sitting next to her.

How to become an accountant

/education/careers/how-to-become-an-accountant/

Group of varied professionals stand looking toward the camera.

These are the nation’s fastest growing jobs—and many pay $100k

/education/careers/bls-occupation-projections/

Nurse pulls cash out of the front pocket of their scrubs.

A guide to a nurse’s salary: Broken down by all 50 states and industry type

/education/careers/nurse-salary/

Paolo Confino

A new Boeing jet meant for a Chinese airline reportedly returned to the U.S. because of the ongoing trade war

https://fortune.com/article/boeing-jet-returned-us-china-trade-war/?itm_source=parsely-api

Matt Sedensky

The Associated Press

Elon Musk’s DOGE is claiming victory after uncovering $382 million in unemployment fraud—but the government already found it years ago: ‘I don’t think it’s news to anyone’

https://fortune.com/2025/04/15/elon-musk-doge-unemployment-fraud-claims/?itm_source=parsely-api

Anne D'Innocenzio

Target’s CEO is taking action as a boycott over slashed DEI efforts roils in-store foot traffic

https://fortune.com/article/target-ceo-dei-boycott-sharpton-diversity-equity-inclusion-foot-traffic/?itm_source=parsely-api

Sara Braun

A 30-year-old AI founder who followed the FIRE movement to build wealth is now the youngest self-made woman billionaire

https://fortune.com/article/lucy-guo-scale-ai-youngest-self-made-woman-billionaire/?itm_source=parsely-api

Sydney Lake

Trump reportedly drafted an executive order for 'a disciplined reorganization' of the State Department that would shut down embassies and cut climate change and refugee offices

https://fortune.com/article/trump-executive-order-reorganization-state-department/?itm_source=parsely-api

Gen Z has a different attitude about dining from baby boomers and millennials—and it shows in smaller tickets at chain restaurants

https://fortune.com/article/gen-z-different-attitude-about-dining-baby-boomers-millennials/?itm_source=parsely-api