Group Size and Its Impact on Diversity-Related Perceptions and Hiring Decisions in Homogeneous Groups.

This article examines how the size of homogeneous groups—those composed entirely of members from a single demographic category—influences perceptions of diversity and decisions to diversify such groups. Drawing on Bayesian reasoning, the authors theorize and empirically demonstrate through three experiments and a field study of S&P 1500 corporate boards that larger homogeneous groups are perceived as more likely to result from unfair selection processes, less diverse, and more subject to diversity-related reputational concerns than smaller homogeneous groups. Consequently, decision makers are more inclined to add underrepresented members to larger homogeneous groups, a pattern reflected in the relative scarcity of large homogeneous corporate boards compared to smaller ones. These findings highlight group size as a critical factor shaping diversity-related perceptions and actions, suggesting that efforts to increase organizational diversity may benefit from emphasizing the implications of group size alongside group composition.