Organizations around the world have been striving to make their senior managerial positions more diverse and representative of both their workforce and their customer base. Research from the University of Texas at San Antonio reminds us, however, that such efforts are by no means risk-free, as it can have a knock-on effect on how white male colleagues act towards their peers.
“The general expectation might be that putting a minority status person in a leadership position at the head of a firm ought to end up helping minority status individuals at the firm. But it turns out it can actually reduce the amount of help they receive overall,” the researchers say.
The study found that when female or racial minority CEOs were appointed, it seemed to make white male executives associate with their company less than before. This in turn led to them helping out their colleagues less frequently.
“We suggest that white males’ biased perceptions of the abilities of racial minorities and female CEOs lead them to feel less positive about the firms’ prospects that the organizations will do well in the future. Also, white males’ biases may make them feel that racial minority and female CEOs give them less respect in strategic decision-making processes,” the researchers explain.
Firm diversity
The researchers analyzed the makeup of executive teams in 1,000 large and mid-sized American firms between 2006 and 2011. They also surveyed up to six executives at each firm. They found 589 changes in CEO in that timeframe, of which 483 were white men, 61 were white women, 45 were racial minority men, and none were racial minority women.
“Women and racial minorities have been greatly underrepresented in the highest levels of corporate leadership, and particularly so in the CEO position at large corporations. In this light, it is important to study instances where minority-status individuals become corporate CEOs. We need to understand the extra challenges they might face in this role due to the problematic reactions of white male executives to these appointments,” the researchers explain.
The study found that white male executives would provide less support to their peers after a female or racial minority CEO was appointed, with this including help for fellow managers, the recommendation of fellow managers for board roles at other firms, or mentoring lower-level executives.
“Task-related help, mentoring, and recommendations for board appointments are important to the success of corporate leaders and the overall leadership capabilities of their firms, and encompass a large portion of the work-related help that top managers provide to their fellow executives,” the authors say.
Addressing the implications
These findings are not to suggest, of course, that firms shouldn’t be doing all they can to address diversity in their senior managerial roles, but rather is a reminder that doing so may have implications for the way other managers behave that will also need addressing.
The authors urge organizations to make white male executives accountable for any biased and discriminatory behavior they may exhibit towards colleagues. They can also ensure that any appointments of women and minority leaders are accompanied by programs such as executive support, leadership training, and formal mentoring.
“Ultimately, firms need systems that challenge biased attitudes and discriminatory behavior, even if they make those in advantaged positions uncomfortable,” the authors conclude.
