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The under-researching of Latinx employees in the organizational diversity literature is of critical importance as extant research indicates that findings relevant to frequently studied minority employees may not be applicable to Latinx employees. One factor that differentiates Latinx employees in the U.S. from other racial and ethnic minorities is their use of, or perceived use of, language. In this research, we investigated how inclusion efforts that incorporated multiple languages into the workplace impacted employment outcomes for Latinx employees following a workplace accident. In three separate studies, we found that factors such as the language used to communicate a safety warning (Studies 1 & 2) and employee ethnicity (Studies 2 & 3) influenced blame attributed to a low-level leader (the job foreman), but they had no relationship with blame attributed toward the injured employee who was the target of communication. Consequently, these findings differ from attribution theory research which has posited that blame shifts from one entity to another. Additionally, extant research on employment discrimination has typically focused on differential outcomes for occupational minorities. Our findings, however, suggest that researchers should examine the conditions in which equal treatment (despite perceived differences in needs) could place traditionally marginalized populations at a systematic disadvantage and, consequently, may actually be indicative of workplace discrimination.
Obenauer et al. (Sat,) studied this question.