Included in the data were assessments by an average of three to four peers regarding the executives’ commitment to diversity and ratings by their bosses with respect to warmth, competence and overall performance. The researchers discovered that, while women and nonwhites were rated by their peers as significantly more valuing of diversity than white males were, their efforts only earned them disfavor from their bosses. The study revealed that for the entire sample of 362 executives, the majority of whom were white males, valuing diversity gave a significant boost to ratings for warmth and performance. However, for women execs,it was negatively related to ratings for both variables, and for ethnic minorities it turned bosses’ thumbs down on competence.
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