Affirmative action (AA) attempts to rectify the institutional effects of prior employment discrimination toward minority groups. Although AA has played a large role in increasing workplace diversity, organizations may vary in their perspectives towards diversity itself, ranging from a sole focus on increasing diversity to appreciating the value diversity may add. Support for AA has been considered as a form of White identity management (Knowles, Lowery, Chow, & Unzueta, 2014) and is impacted by the extent to which White people experience group-image threat to their racial identity. Our findings suggest that the level of group-image threat experienced by White people impacts both their organizational trust and AA policy attitudes depending on whether the policy rationale was framed around rectifying past discrimination or highlighting the importance of diversity to the organization. These results have implications for how organizations can attract, maintain, and develop a workforce with White employees who value and support diversity.

Corresponding Author Information

Kisha S. Jones


141 Moore Building, University Park, Pennsylvania, USA 16802



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