The Influence Of Different Distributions Of Minority Representation On The Developmental Performance Ratings Of White Male Managers

Abstract

The purpose of this study was to examine whether varying distributions of direct report minority representation influenced the developmental performance ratings of White male managers. The archival data used for analysis were collected via a 360-feedback survey completed by managers and direct reports from various organizations. Results of this study revealed that varying percentages of direct report minority representation did not significantly impact the developmental performance ratings of White male managers. One explanation for the findings is that regardless of the direct reports' race, they held homogeneous expectations of their White male managers. Results of post hoc analyses examining gender and other ethnicities are presented as well as limitations of the study and recommendations for future diversity research.