Organizations use diversity statements to communicate their values regarding diversity. One goal of using these statements is to attract diverse applicants. However, the way these statements are framed, along with the organization's current diversity, can unintentionally hinder efforts to recruit a diverse applicant pool. This project explores different frames of diversity statements (advantage vs. disadvantage focused, instrumental vs. justice focused) to understand how racially diverse applicants perceive, expect to be treated, and evaluated within these organizations.
