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This study examines whether broadly defining diversity in organizations (i.e., defining diversity to include non-demographic categories outside of Title VII) increases non-Hispanic Whites' tendencies to perceive historically-advantaged groups as included in diversity efforts. Put simply, we hypothesize that "racial diversity" will be interpreted to include Whites and "religious diversity" will be interpreted to include Christians when a company articulates a broad versus narrow diversity message. Thus, this study aims to examine how broad definitions of diversity can contribute to the perpetuation of inequality in the workplace.

Zero-sum beliefs about diversity (ZSBs) are beliefs that increasing diversity and inclusion come at the expense of majority group members. This study proposes that when an organization signals its diversity efforts work in a zero-sum way, majority group members (i.e., non-Hispanic Whites) will be more resistant to that organization's efforts and less likely to engage in inclusive behaviors.

This preregistration plan tests whether manipulating White participants' zero-sum beliefs about diversity (ZSBs) increases their likelihood of attributing negative outcomes to "reverse discrimination."

The contact hypothesis predicts that intergroup contact reduces prejudice when individuals have positive and repeated interactions with outgroup members. In the case of a concealable stigma, such as mental illness, contact can only lead to reduction in prejudice when targets disclose their concealable identity and an individual perceives that disclosure. Otherwise, contact would not reduce prejudice because individuals would not be aware of the target’s concealable identity. This analysis plan tests the contact hypothesis in a longitudinal study using a sample of 209 same-sex roommate dyads (N = 418 participants). Within each distinguishable dyad, one roommate (“actor”) had a clinical diagnosis of depression or anxiety and the other roommate (“partner”) did not. Participants completed measures at three times: at the start of the first semester of college (T1), at the end of the first semester (T2), and at the end of the second semester (T3). Based on contact theory, we hypothesize that having a roommate with anxiety or depression will lead to reduced prejudice toward mental illness only when actors disclose their anxiety or depression, partners perceive the disclosure, and partners perceive a high-quality relationship with the actor. Specifically, we will test a moderated mediation model in which actors’ disclosure of anxiety or depression predicts partners’ perceptions of their disclosure, which predicts decreased prejudice over the first year of college. However, based on contact theory and the role of positive intergroup contact, we predict that perceived disclosure will be more strongly related to prejudice reduction among partners who report feeling closer to the actor.

This experiment tests the causal relationship between zero-sum beliefs about diversity (ZSBs) and perceptions of reverse racism. We hypothesize that participants will expect a White target to attribute a negative outcome more to their race when that target holds ZSBs about diversity (vs. not).

We hypothesize that compassionate goals will predict greater frequency of engaging in COVID-19 health behaviors, and that this relationship will not be accounted for by gender, selfishness, political ideology, social desirability, general health motivation, or three other prosocial orientations (empathic concern, communal orientation, and relational self-construal).