When people enter new work settings, we theorized that they are vulnerable to questioning whether they will be received in ways that allow them to contribute to shared goals. If so, treatment that clarifies the stance that others take toward the self, which we call microinclusions, that convey a receptivity and supportiveness to one's contributions may bolster a sense of fit. Further, in examining this question in technology contexts, we theorized that such microinclusions may be particularly impactful for women for whom underrepresentation and negative stereotypes make opportunities to contribute especially fraught. Four primary experiments (N = 1,861, Nwomen in STEM = 1,430) tested this theorizing. In Experiment 1, both men and women at a large technology company anticipated greater fit in a work group described with microinclusions, yet this effect was greatest for women. Experiments 2-4 replicated this effect among women science, technology, engineering, and mathematics (STEM) professionals and college students considering a career in technology and showed that women's anticipated fit arose over and beyond socially warm treatment (Experiment 2); arose more when the microinclusion came from a man (vs. another woman; Experiment 3); and arose even when observing another woman receive a microinclusion (Experiment 4). Microinclusions also increased women's commitment to the company (Experiments 2 and 4) and reduced their anticipated experience of stereotype threat (Experiment 3). This research highlights the ambiguity women face in technology settings about whether they will be received in ways that allow them to contribute to shared work goals and the importance of treatment from coworkers that affirms this opportunity. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

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微观包容性：将女性视为受人尊敬的工作伙伴可以增强科技公司的融入感。

我们推测，当人们进入新的工作环境时，他们很容易质疑自己受到的对待是否能够让他们为共同目标做出贡献。如果是这样，澄清他人对自我所采取的立场的治疗（我们称之为微观包含），传达对一个人的贡献的接受和支持，可能会增强适应感。此外，在技术背景下研究这个问题时，我们推测，这种微观包容性可能对女性特别有影响，因为代表性不足和负面刻板印象使她们的贡献机会尤其令人担忧。四项主要实验（N = 1,861，STEM 中的女性人数 = 1,430）测试了这一理论。在实验 1 中，一家大型科技公司的男性和女性都期望更适合具有微内含物的工作组，但这种效果对女性来说最大。实验 2-4 在考虑从事技术职业的女性科学、技术、工程和数学 (STEM) 专业人士和大学生中复制了这种效应，并表明女性的预期契合度超出了社会温暖待遇的范围（实验 2）；当微内含物来自男性时（相对于另一名女性；实验 3），出现更多；甚至在观察另一名女性接受微包裹体时也会出现这种情况（实验 4）。微观包含还增加了女性对公司的承诺（实验 2 和 4），并减少了她们预期的刻板印象威胁体验（实验 3）。这项研究强调了女性在技术环境中面临的模糊性，即她们是否会以允许她们为共同工作目标做出贡献的方式接受，以及同事给予肯定这一机会的待遇的重要性。（PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。