Abstract
Three experiments tested the hypothesis that the mere presence (vs. absence) of diversity structures makes it more difficult for women to detect sexism. In Experiment 1, even when a company's hiring decisions disadvantaged women, women perceived the company as more procedurally just for women and were less supportive of sexism litigation when the company offered diversity training, compared to when it did not. In Experiment 2, women perceived a company as more procedurally just for women and as less likely to have engaged in sexism when the company offered diversity training, compared to when it did not. This effect was not moderated by women's endorsement of status legitimizing beliefs. In Experiment 3, women perceived a company as more procedurally just and less discriminatory when the company had been recognized for positive gender diversity practices compared to when it had not. Additionally, these effects were most pronounced among women who endorsed benevolent sexist beliefs and mitigated among those who rejected benevolent sexist beliefs. Together, these experiments demonstrate that diversity structures can make it difficult for women to detect and remedy discrimination, especially women who hold benevolent sexist beliefs.
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