The study, conducted by researchers from Stanford University and the University of California, Berkeley, found that when it came to hiring decisions, white managers were more likely to be influenced by their own implicit biases than black managers.
However, when it came to promoting diversity, white managers were more likely to be effective when they used an "authentic leadership" style, while black managers were more effective when they used an "ethical leadership" style.
Authentic leadership is defined as "a leadership style that is based on the leader's own values, beliefs, and principles." Ethical leadership is defined as "a leadership style that is based on the leader's commitment to fairness, justice, and equality."
The researchers believe that these findings are due to the fact that white managers are more likely to be aware of their own biases, while black managers are more likely to be aware of the systemic barriers that exist for underrepresented groups.
As a result, white managers may be more effective when they use an authentic leadership style, which allows them to be transparent about their own biases and to build trust with employees from underrepresented groups.
Black managers, on the other hand, may be more effective when they use an ethical leadership style, which allows them to focus on creating a fair and equitable workplace for everyone.
The researchers conclude that the most effective leadership style for promoting inclusive hiring is one that is tailored to the manager's own racial identity.
This means that white managers should focus on being authentic and transparent, while black managers should focus on creating a fair and equitable workplace.
By doing so, all managers can help to create a more diverse and inclusive workplace.
Implications for managers
The results of this study suggest that managers should be mindful of their own racial identity when making hiring decisions.
White managers should be aware of the potential for implicit bias to influence their decisions, and they should take steps to mitigate this bias.
Black managers should be aware of the systemic barriers that exist for underrepresented groups, and they should focus on creating a fair and equitable workplace.
Recommendations for organizations
Organizations should provide training to managers on the topics of implicit bias and ethical leadership.
They should also create policies and procedures that promote diversity and inclusion in the workplace.
By doing so, organizations can create a more diverse and inclusive workplace that benefits all employees.
