Ambiguity Intolerance and Support for Valuing‐Diversity Interventions

This study examined the effect of ambiguity intolerance on attitudes toward corporate diversity programs. It was found that, holding constant demographic backgrounds of age, gender, work experience, managerial position, and majority‐minority status, ambiguity intolerance was negatively related to support for diversity programs. The study also replicated previous findings that women and racial minority members support diversity programs more than do men and racial majority members. This study demonstrates the importance of including personality variables in diversity research.