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