Prior research suggests that job search activities of underrepresented groups are sensitive to diversity cues in recruitment materials, but less is known about the impact of different types of cues. Despite widespread use, employment equality monitoring (EM), or data collection on legally protected characteristics (like gender or ethnic background), has received scant empirical attention. Two experiments used fictitious job advertisements to examine the effects of a strong equality/diversity/inclusion (EDI) value statement and descriptions of EM use by employers. In Study 1, we found that advertisements containing an EDI statement and a statement of EM together produced the highest ratings of organizational prestige, and, in minority respondents, stronger job-pursuit intentions. Study 2 examined various framing conditions of EM using a between-subjects design. The inclusion of any EDI information was positively received, but minority ethnicity respondents were less positive when an EM statement was provided without an explanation for why it is done. The practical implications are that both value statements and EM information together could help increase attraction among jobseekers from underrepresented groups, with potential to contribute to diversity branding. However, minority groups are still sceptical of employer EDI credibility and employers must do more than talk the talk.

中文翻译：

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招聘广告中添加了什么？平等和多样性信息对少数族裔和多数族裔群体组织吸引力的影响

先前的研究表明，代表性不足的群体的求职活动对招聘材料中的多样性线索很敏感，但人们对不同类型线索的影响知之甚少。尽管广泛使用，就业平等监测（EM）或受法律保护的特征（如性别或种族背景）的数据收集却很少受到实证关注。两项实验使用虚构的招聘广告来检验雇主强烈的平等/多元化/包容性 (EDI) 价值声明和对 EM 使用描述的影响。在研究 1 中，我们发现包含 EDI 声明和 EM 声明的广告一起产生了最高的组织威望评级，并且在少数受访者中，产生了更强烈的求职意向。研究 2 使用受试者间设计检查了 EM 的各种框架条件。纳入任何 EDI 信息都受到积极欢迎，但少数族裔受访者在提供 EM 声明但没有解释这样做原因的情况下就不那么积极了。实际意义在于，价值陈述和新兴市场信息共同有助于增加对代表性不足群体求职者的吸引力，并有可能为多元化品牌做出贡献。然而，少数群体仍然对雇主 EDI 的可信度持怀疑态度，雇主必须做的不仅仅是说说而已。