Organizational diversity initiatives—programs and policies intended to increase the fairness
of organizations and promote the inclusion, hiring, retention, and promotion of …

This research tests the hypothesis that the presence (vs. absence) of organizational diversity
structures causes high-status group members (Whites, men) to perceive organizations with …

The purpose of diversity initiatives is to help groups that face disadvantage in society
achieve better outcomes in organizations, but they do not necessarily work as intended. To …

Diversity initiatives aim to improve outcomes for low-status groups in organizations. Yet they
also may ironically act as legitimizing cues, leading to an assumption of fairness and …

Initiatives aimed at fostering diversity in organizations have become an increasingly
common means for combatting inequality among demographic groups. There is growing …

We propose that diversity is a malleable concept capable of being used either to attenuate
or to enhance racial inequality. The research reported here suggests that when people are …

Three recent workplace trends combine to illustrate the existence of a significant
organizational problem: managing diversity. First, demographic diversity in the workplace is …

The literature on policies, procedures, and practices of diversity management in
organizations is currently fragmented and often contradictory in highlighting what is effective …

Many organizations offer justifications for why diversity matters, that is, organizational
diversity cases. We investigated their content, prevalence, and consequences for …

Diversity initiatives are designed to help workers from disadvantaged backgrounds achieve
equitable opportunities and outcomes in organizations. However, these programs are often …