Differences in faces do make a difference: Diversity perceptions and preferences in faces

Throughout previous research focusing on individuals' diversity perception, it remains somewhat unclear which attributes (i.e., objective diversity) are reflected in perceptions of diversity. This manuscript investigates whether individuals consider objective differences in ambiguous facial information (which are not related to gender or race) when making diversity judgments and decisions. Throughout seven studies, facial information of group members was manipulated to appear more similar or different in regards to personality and information unrelated to Big 5 dimensions, while race, gender, and age were kept constant. Study 1a provides support that objective differences in facial information related to perceived personality traits is validly reflected in perceptions of diversity. Study 1b shows that results regarding the Big 5 can be replicated in an ensemble-coding setup. Studies 2a and 2b replicate this result, additionally showing that objective differences in facial information unrelated to the Big 5 are reflected in perceptions of diversity, too. Focusing on perceived extraversion, Study 3 reveals that individuals select faces differing (similar) in extraversion information in order to assemble a diverse (homogeneous) team. Study 4 investigates diversity choices in an ambiguous setting, showing that individuals who more strongly believe in the value of diversity are more likely to assemble a team that is objectively diverse regarding facial information. Study 5 indicates that the association between diversity in facial information and choices deteriorates if other attributes such as gender are varied too. The impact of the results for research is highlighted and discussed.