in organizations with diversity policies, members of advantaged groups are far less likely to perceive discrimination against disadvantaged groups, regardless of the actual level of discrimination.4 When these policies are deployed in isolation as uncomplicated “fix-alls” with no additional accountability mechanisms, especially if they are perceived as passive HR policies rather than commitments that require active effort from leadership to achieve, they have the potential to simply obscure the inequity of the status quo rather than improve it.
