Signaling safety and fostering fairness: Exploring the psychological processes underlying (in)congruent cues among Black women.

Exposure to an organizational diversity cue may help attract Black women to professional spaces. The cue transfer framework contends that because intergroup attitudes co-occur, both cues congruent or incongruent with one's minoritized identity signal an environment that welcomes all minoritized persons. Critically, the utility of such cues had yet to be explored among Black women.

Examining the Context and Content of Organizational Solidarity Statements on Black Americans' Expectations of Identity Safety.

Despite the increasing use of organizational solidarity statements following instances of social injustice, little-to-no research has examined whether these statements signal inclusion for minoritized groups. The present work investigates how different types of solidarity statements affect Black Americans' sense of identity safety and assesses mechanisms underlying their responses. Across three online experiments, Black Americans recruited from Prolific Academic ( = 1,668) saw solidarity statements from a fictional organization that were either written in response to a race-related event at the societal level (e.

Black (patients') lives matter: Exploring the role of identity-safety cues in healthcare settings among Black Americans.

Two online experiments investigated whether hypothetical physicians' use of an identity-safety cue acknowledging systemic injustice (a Black Lives Matter pin) improves Black Americans' evaluations of the physician and feelings of identity-safety. Across studies, findings showed that when a White physician employed the identity-safety cue, Black Americans reported stronger perceptions of physician allyship and increased identity-safety (e.g.

Change we can believe in: using perceptions of changeability to promote system-change motives over system-justification motives in information search.

People are motivated to defend and rationalize the status quo, a phenomenon known as system justification. We propose the existence of a second, countervailing system-level motivation: system-change motivation, which is concerned with bettering the status quo over time. The opportunity to receive diagnostic information about the status quo pits the two system-level motives against each other.