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Getting diversity at work to work: what we know and what we still don't know

Research output: Contribution to Journal/Magazine › Journal article › peer-review

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Getting diversity at work to work: what we know and what we still don't know. / Guillaume, Yves R. F.; Dawson, Jeremy F.; Woods, Steve A. et al.
In: Journal of Occupational and Organizational Psychology, Vol. 86, No. 2, 06.2013, p. 123-141.

Research output: Contribution to Journal/Magazine › Journal article › peer-review

Harvard

Guillaume, YRF, Dawson, JF, Woods, SA, Sacramento, CA & West, M 2013, 'Getting diversity at work to work: what we know and what we still don't know', Journal of Occupational and Organizational Psychology, vol. 86, no. 2, pp. 123-141. https://doi.org/10.1111/joop.12009

APA

Guillaume, Y. R. F., Dawson, J. F., Woods, S. A., Sacramento, C. A., & West, M. (2013). Getting diversity at work to work: what we know and what we still don't know. Journal of Occupational and Organizational Psychology, 86(2), 123-141. https://doi.org/10.1111/joop.12009

Vancouver

Guillaume YRF, Dawson JF, Woods SA, Sacramento CA, West M. Getting diversity at work to work: what we know and what we still don't know. Journal of Occupational and Organizational Psychology. 2013 Jun;86(2):123-141. doi: 10.1111/joop.12009

Author

Guillaume, Yves R. F. ; Dawson, Jeremy F. ; Woods, Steve A. et al. / Getting diversity at work to work : what we know and what we still don't know. In: Journal of Occupational and Organizational Psychology. 2013 ; Vol. 86, No. 2. pp. 123-141.

Bibtex

@article{6e1605a705464e6ebb2887e4679bb77b,
title = "Getting diversity at work to work: what we know and what we still don't know",
abstract = "Diversity has the potential to significantly benefit organizations by leading to positive work outcomes when diversity {\textquoteleft}works{\textquoteright}. Unfortunately, not only is our knowledge limited as to the necessary conditions and the mechanisms by which diversity affects individual, work performance and organizational outcomes, but we still know very little about which diversity management practices are most effective in promoting positive outcomes. We analyse the literature on diversity and its management, and describe how the seven papers included in this section advance our understanding of what organizations can do to get diversity at work to work. Our discussion points to the need for more research on how diversity at multiple levels affects work and organizational outcomes; the development of integrative theory which takes into account that diversity might not only engender separation and variety but also disparity; as well as to the need for more empirical attention to the climates or cultures that facilitate the positive effects of diversity on work and organizational outcomes. We suggest that future research should also identify those people management practices that are most powerful in the creation of a positive diversity climate, and the factors that moderate and underlie its effects on work and organizational outcomes. We conclude with proposals about how this might be achieved.",
author = "Guillaume, {Yves R. F.} and Dawson, {Jeremy F.} and Woods, {Steve A.} and Sacramento, {Claudia A.} and Michael West",
year = "2013",
month = jun,
doi = "10.1111/joop.12009",
language = "English",
volume = "86",
pages = "123--141",
journal = "Journal of Occupational and Organizational Psychology",
issn = "0963-1798",
publisher = "Wiley-Blackwell",
number = "2",

}

RIS

TY - JOUR

T1 - Getting diversity at work to work

T2 - what we know and what we still don't know

AU - Guillaume, Yves R. F.

AU - Dawson, Jeremy F.

AU - Woods, Steve A.

AU - Sacramento, Claudia A.

AU - West, Michael

PY - 2013/6

Y1 - 2013/6

N2 - Diversity has the potential to significantly benefit organizations by leading to positive work outcomes when diversity ‘works’. Unfortunately, not only is our knowledge limited as to the necessary conditions and the mechanisms by which diversity affects individual, work performance and organizational outcomes, but we still know very little about which diversity management practices are most effective in promoting positive outcomes. We analyse the literature on diversity and its management, and describe how the seven papers included in this section advance our understanding of what organizations can do to get diversity at work to work. Our discussion points to the need for more research on how diversity at multiple levels affects work and organizational outcomes; the development of integrative theory which takes into account that diversity might not only engender separation and variety but also disparity; as well as to the need for more empirical attention to the climates or cultures that facilitate the positive effects of diversity on work and organizational outcomes. We suggest that future research should also identify those people management practices that are most powerful in the creation of a positive diversity climate, and the factors that moderate and underlie its effects on work and organizational outcomes. We conclude with proposals about how this might be achieved.

AB - Diversity has the potential to significantly benefit organizations by leading to positive work outcomes when diversity ‘works’. Unfortunately, not only is our knowledge limited as to the necessary conditions and the mechanisms by which diversity affects individual, work performance and organizational outcomes, but we still know very little about which diversity management practices are most effective in promoting positive outcomes. We analyse the literature on diversity and its management, and describe how the seven papers included in this section advance our understanding of what organizations can do to get diversity at work to work. Our discussion points to the need for more research on how diversity at multiple levels affects work and organizational outcomes; the development of integrative theory which takes into account that diversity might not only engender separation and variety but also disparity; as well as to the need for more empirical attention to the climates or cultures that facilitate the positive effects of diversity on work and organizational outcomes. We suggest that future research should also identify those people management practices that are most powerful in the creation of a positive diversity climate, and the factors that moderate and underlie its effects on work and organizational outcomes. We conclude with proposals about how this might be achieved.

U2 - 10.1111/joop.12009

DO - 10.1111/joop.12009

M3 - Journal article

VL - 86

SP - 123

EP - 141

JO - Journal of Occupational and Organizational Psychology

JF - Journal of Occupational and Organizational Psychology

SN - 0963-1798

IS - 2

ER -