ABSTRACT Diversity, equity, and inclusion (DEI) initiatives in the workplace have been noted to potentially mitigate discrimination claims by individuals from marginalized groups such as women and people of color. This phenomenon is attributed to DEI initiatives signaling organizational fairness, leading individuals to perceive the organization as more equitable and dismissing discrimination claims. However, there is a gap in research regarding the impact of DEI initiatives on discrimination claims within the LGBTQ+ community, despite high rates of workplace harassment reported by LGBTQ+ employees. This study extends previous research by assessing whether diversity initiatives emphasizing LGBTQ+ inclusion affect the legitimacy of discrimination claims within this community. Employing a study design adapted from previous research, this study finds that the presence of diversity statements specifically addressing LGBTQ+ inclusion does not diminish the perceived validity of discrimination claims made by LGBTQ+ employees, nor does it reduce support for discrimination‐related litigation. These findings suggest that the effects observed in previous research may not necessarily apply to discrimination claims within the LGBTQ+ context. However, further research incorporating stronger signals of organizational support for DEI initiatives and more diverse representations of LGBTQ+‐identifying individuals is warranted to confirm these results.
Mithilesh Gidage (Sat,) studied this question.