Americans' Misperceptions About Diversity and Inclusion: A Barrier to Social Progress
Americans significantly underestimate the extent of public approval for diversity and inclusivity, according to a study.
A recent study conducted by a team at the University of Wisconsin-Madison challenges the common narrative that Americans are fundamentally divided on issues of diversity and inclusion (D&I). The research suggests that a broader consensus on D&I exists than most realize, but misperceptions prevent this shared understanding from translating into social progress.
The study found that Americans dramatically underestimate how much their fellow citizens support D&I initiatives across different demographic groups. On average, participants underestimated support for diversity by 27 percentage points, believing only about 55% of their fellow citizens support D&I-promoting statements, while the actual support is approximately 82%.
This misperception is particularly concerning as those who underestimate diversity support are significantly less likely to speak up against discrimination, engage in inclusive behaviors, or discuss diversity-related topics. People who underestimate diversity support are less likely to discuss diversity-related topics, creating an environment where supportive views remain unexpressed.
The factors contributing to the misperception among Americans about the level of support for D&I initiatives include shifts in public opinion about racial discrimination, political backlash against D&I efforts, and misunderstandings about the impact and purpose of these initiatives.
Recent polling shows fewer Americans now believe Black Americans face high levels of discrimination than a few years ago, which coincides with a significant decline from 60% in 2021 to under half in 2025 who perceive high discrimination[1]. This decline can reduce perceived urgency or support for D&I.
There has been increased opposition, with some viewing diversity, equity, and inclusion (DEI) initiatives as backfiring or working against the groups they're meant to help[1]. This includes policy efforts to curtail D&I programs, such as restrictions in educational institutions and workforce settings, often driven by political actors (e.g., Republican-led initiatives and the Trump administration actions on federal grants)[1][3].
Misconceptions exist that diversity initiatives undermine equality, coupled with assumptions that underrepresented groups distrust healthcare or research, which affects engagement and representation[2]. In workplace settings, communication barriers, cultural differences, resistance from employees accustomed to homogeneous environments, and persistent stereotypes and prejudices also contribute to misunderstandings and resistance toward D&I efforts[4].
The study also found that higher consumption of diversity-focused media is associated with more accurate perceptions, while those with limited exposure to such content are more likely to underestimate support. Organizations can benefit from transparently sharing information about employees' actual support for D&I initiatives to help correct misperceptions.
The most promising finding from this research is that these misperceptions can be corrected through simple exposure to accurate information. In the experimental studies, participants expressed stronger values for diversity in the workplace after being exposed to actual survey data showing widespread support. The researchers employed an experimental design where participants were told they were taking part in two separate studies, one of which exposed participants to accurate information about public support for diversity.
Leaders should recognize that resistance to diversity initiatives may stem partly from misperceptions about others' views rather than personal opposition. The study suggests that Americans may be more united in their support for diversity than divided, with misperceptions being one of the biggest barriers to advancing diversity and inclusion.
Future research could investigate why this misperception is so common and develop interventions to correct it on a larger scale. The vocal minority, with less favorable attitudes towards diversity, are more pluralistically ignorant and have a disproportionate influence on Americans' perceptions due to their vocalness. Creating structured opportunities for dialogue can help reveal hidden consensus, as those who underestimate support are less likely to discuss diversity-related topics.
In conclusion, social norms interventions, such as initiatives highlighting widespread support for diversity, could be particularly effective in fostering more inclusive environments. Correcting these misperceptions by showing participants actual polling data about diversity support leads to a shift in behaviors and attitudes, with participants reporting stronger values for workplace diversity and increased willingness to confront discrimination. This research underscores the importance of accurate information in promoting diversity and inclusion initiatives and challenges us to reconsider our assumptions about what our fellow citizens believe regarding D&I.
[1] Pew Research Center. (2021). Americans' perceptions of racial and ethnic discrimination. https://www.pewresearch.org/fact-tank/2021/09/16/americans-perceptions-of-racial-and-ethnic-discrimination/
[2] National Academies of Sciences, Engineering, and Medicine. (2019). Ensuring the Integrity, Transparency, and Reproducibility of Research Findings. https://www.nap.edu/read/25251/chapter/1
[3] The Brookings Institution. (2020). The Trump administration's assault on diversity, equity, and inclusion in federal grants. https://www.brookings.edu/research/the-trump-administrations-assault-on-diversity-equity-and-inclusion-in-federal-grants/
[4] Harvard Business Review. (2020). The hidden barriers to diversity and inclusion in the workplace. https://hbr.org/2020/09/the-hidden-barriers-to-diversity-and-inclusion-in-the-workplace
- Misconceptions about diversity initiatives across various fields, such as health-and-wellness, mental-health, finance, and business, may exist due to the underestimation of support for such initiatives by Americans.
- A business that transparently shares information about employee support for diversity and inclusion (D&I) may help correct the misperceptions and foster a more inclusive environment.
- In the realm of science and research, misperceptions about the trustworthiness of healthcare or research among underrepresented groups can create barriers to their engagement and representation.
