Organizations frequently publish public declarations of their support for diversity, equity, and inclusion. A new study suggests that because these statements have become so common, they may be losing their intended effect. When people perceive that every company has such a statement, they tend to view a specific organization’s commitment as a result of external pressure rather than genuine values. This perception can lead members of marginalized groups to anticipate feeling less welcome at the company. The research findings appear in the Personality and Social Psychology Bulletin. Corporate websites often feature sections dedicated to diversity, equity, and inclusion, commonly known as DEI. These statements serve as a signal to prospective employees. They aim to communicate that an organization is safe and welcoming for people from all backgrounds. Previous social science research indicated that these messages generally have positive effects. When a person from a marginalized group sees a diversity statement, they usually report higher levels of anticipated belonging. They expect fair treatment. However, those earlier studies looked at companies in isolation. They did not account …