Tessa Dover, PhD, assistant professor of psychology at Portland State University, and two of her colleagues, were inspired by Dobbins’ study to conduct their own research on how organizational messages around diversity and inclusion affect potential job applicants.

Dover and her research partners created simulated job interview experiences where white male candidates were given recruitment materials from a fake tech firm. Half of the participants were given information that included messages about the firm’s commitment to diversity and inclusion, while the other half received materials that made no mention of diversity. They then participated in a videotaped standardized interview, during which Dover’s team monitored their cardiovascular stress levels and later had independent reviewers watch and rate the interviews. Those candidates who had read diversity messages experienced more cardiovascular stress and worse interview performances.