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Library of Congress Cataloging-in-Publication Data

The Oxford handbook of diversity and work / edited by Quinetta M. Roberson.
p. cm. – (Oxford library of psychology)
ISBN: 978–0–19–973635–5
1. Diversity in the workplace. I. Roberson, Quinetta M.
HF5549.5.M5O92 2013
331.08—dc23
2012023219

9 8 7 6 5 4 3 2 1
Printed in the United States of
America on acid-free paper
SHORT CONTENTS

Oxford Library of Psychology vii–viii

About the Editor ix

Contributors xi–xiii

Contents xv–xvi

Chapters 1–470

Index 471

v
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O X F O R D L I B R A R Y O F P S YC H O L O G Y

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vii
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viii oxford library of psychology

A B O U T T H E E D I TO R

Quinetta M. Roberson
Quinetta M. Roberson is a Professor of Management in the Villanova School of Business at
Villanova University. Professor Roberson earned her Ph.D. in Organizational Behavior, and
undergraduate and graduate degrees in Finance, Accounting and Strategic Planning. Prior
to getting her doctorate, Dr. Roberson worked as a financial analyst at CoreStates Bank in
Philadelphia, PA serving in both the large corporate and small business commercial lending
areas. Currently, Professor Roberson conducts research on organizational justice and strate-
gic diversity management while teaching courses globally on human resource management
at the undergraduate, graduate and executive levels.

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 CO N T R I B U TO R S

Evan P. Apfelbaum Patricia N. Gilbert

Sloan School of Management Department of Psychology
Massachusetts Institute of Technology Tulane University
Cambridge, MA New Orleans, LA
Derek R. Avery Matthew J. Goren
Fox School of Business Department of Psychology
Temple University University of California, Berkeley
Philadelphia, PA Berkeley, CA
Myrtle P. Bell Lindred L. Greer
College of Business Administration Work and Organizational Psychology
Department of Management University of Amsterdam
University of Texas at Arlington Amsterdam, The Netherlands
Arlington, TX Michelle R. Hebl
Donna Chrobot-Mason Department of Psychology
Center for Organizational Leadership Rice University
University of Cincinnati Houston, TX
Cincinnati, OH Astrid C. Homan
Stephanie J. Creary Department of Psychology and Education
Carroll School of Management VU University Amsterdam
Boston College Amsterdam, The Netherlands
Chestnut Hill, MA Karen A. Jehn
Bryan L. Dawson Melbourne Business School
Departments of Psychology and Sociology The University of Melbourne
North Georgia College and State University Malbourne, Australia
Dahlonega, GA Karsten Jonsen
Frank Dobbin IMD International
Department of Sociology Lausanne, Switzerland
Harvard University Aparna Joshi
Cambridge, MA Smeal College of Business
Michelle M. Duguid Pennsylvania State University
Olin Business School State College, Pennsylvania
Washington University in St. Louis Alexandra Kalev
St. Louis, MO Department of Sociology
Melissa J. Ferguson Tel Aviv University
Department of Psychology Tel Aviv, Israel
Cornell University Eden B. King
Ithaca, NY Department of Psychology
Michele J. Gelfand George Mason University
Department of Psychology Fairfax, VA
University of Maryland, College Park
College Park, MD

xi
Alison M. Konrad Ray Reagans
Richard Ivey School of Business Sloan School of Management
University of Western Ontario Massachusetts Institute of Technology
London, Ontario, Canada Cambridge, MA
Carol T. Kulik Orlando C. Richard
School of Management Jindal School of Management
University of South Australia University of Texas at Dallas
Adelaide, Australia Richardson, TX
Jason R. Lambert Loriann Roberson
College of Business Administration Teachers College
Savannah State University Columbia University
Savannah, GA New York, NY
Patrick F. McKay Quinetta M. Roberson
School of Management and Labor School of Business
Relations Villanova University
Rutgers, the State University of Villanova, PA
New Jersey Laura Morgan Roberts
Piscataway, NJ Ph.D. Program in Leadership and Change
Carliss D. Miller Antioch University
Jindal School of Management Yellow Springs, OH
University of Texas at Dallas Hyuntak Roh
Richardson, TX School of Business
Michàlle Mor Barak Yonsei University
School of Social Work & Marshall School Seoul, South Korea
of Business Marian N. Ruderman
University of Southern California Center for Creative Leadership
Los Angeles, CA Greensboro, NC
Lisa H. Nishii Eduardo Salas
School of Industrial and Labor Department of Psychology
Relations Institute for Simulation and Training
Cornell University University of Central Florida
Ithaca, NY Orlando, FL
Laurie T. O’Brien Maritza R. Salazar
Department of Psychology School of Behavioral and Organizational
Tulane University Sciences
New Orleans, LA Claremont Graduate University
Mustafa Ozbilgin Claremont, CA
Business School Samuel R. Sommers
Brunel University Department of Psychology
London, UK Tufts University
Shanette C. Porter Medford, MA
Institute for Policy Research Olca Surgevil
Northwestern University Dokuz Eylul University
Evanston, IL Izmir, Turkey
Katherine W. Phillips Ahu Tatli
Columbia Business School School of Business and Management
Columbia University Queen Mary, University of London
New York, NY London, UK

xii contributors
Rae Yunzi Tan Jayaram Uparna
Teachers College Kellogg School of Management
Columbia University Northwestern University
New York, NY Evanston, IL
Sherry M. B. Thatcher Wendy P. van Ginkel
Department of Management Rotterdam School of Management
Darla Moore School of Business Erasmus University
University of South Carolina Rotterdam, The Netherlands
Columbia, SC Daan van Knippenberg
Kecia M. Thomas Rotterdam School of Management
Franklin College of Arts and Erasmus University
Sciences Rotterdam, The Netherlands
University of Georgia Joana Vassilopoulou
Athens, GA Work and Organisation Research Centre
Melissa C. Thomas-Hunt (WORC)
Darden School of Business Brunel Business School
University of Virginia Brunel University
Charlottesville, VA London, UK
Dnika J. Travis Sabrina D. Volpone
School of Social Work Fox School of Business
The University of Texas at Austin Temple University
Austin, TX Philadelphia, PA

contributors xiii
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CONTENTS

Part One • Introduction and Overview

1. Introduction 3
Quinetta M. Roberson

Part Two • Conceptualization of Diversity

2. Diverse Forms of Difference 13
Jason R. Lambert and Myrtle P. Bell
3. Understanding Diversity as Culture 32
Eduardo Salas, Maritza R. Salazar, and Michele J. Gelfand
4. Moving Beyond a Categorical Approach to Diversity: The Role of
Demographic Faultlines 52
Sherry M. B. Thatcher

Part Three • Psychological Perspectives on Diversity

5. Navigating the Self in Diverse Work Contexts 73
Laura Morgan Roberts and Stephanie J. Creary
6. An Examination of Categorization Processes in Organizations:
The Root of Intergroup Bias and a Route to Prejudice Reduction 98
Melissa Ferguson and Shanette C. Porter
7. The Social and Psychological Experience of Stigma 115
Michelle R. Hebl and Eden B. King
8. Ideology: An Invisible yet Potent Dimension of Diversity 132
Laurie T. O’Brien and Patricia N. Gilbert

Part Four • Interactionist Perspectives on Diversity

9. Diversity as Knowledge Exchange: The Roles of Information Processing,
Expertise, and Status 157
Katherine W. Phillips, Michelle M. Duguid, Melissa Thomas-Hunt, and
Jayaram Uparna
10. Diversity as Disagreement: The Role of Group Conflict 179
Karen A. Jehn and Lindred L. Greer
11. Demographic Diversity as Network Connections: Homophily and the
Diversity–Performance Debate 192
Ray Reagans

xv
 Part Five • Contextual Perspectives on Diversity
12. Understanding How Context Shapes Team Diversity Outcomes 209
Aparna Joshi and Hyuntak Roh
13. Diversity Cognition and Climates 220
Daan van Knippenberg, Astrid C. Homan, and Wendy P. van Ginkel
14. Considering Diversity as a Source of Competitive Advantage in
Organizations 239
Orlando C. Richard and Carliss D. Miller

Part Six • Practice Perspectives on Diversity

15. The Origins and Effects of Corporate Diversity Programs 253
Frank Dobbin and Alexandra Kalev
16. Diversity Staffing: Inclusive Personnel Recruitment and Selection
Practices 282
Derek R. Avery, Patrick F. McKay, and Sabrina D. Volpone
17. Career Development 300
Bryan L. Dawson, Kecia M. Thomas, and Matthew J. Goren
18. Leadership in a Diverse Workplace 315
Donna Chrobot-Mason, Marian N. Ruderman, and Lisa H. Nishii
19. Effective Diversity Training 341
Loriann Roberson, Carol T. Kulik, and Rae Yunzi Tan
20. Work–Life Interface and Flexibility: Impacts on Women,
Men, Families, and Employers 366
Alison M. Konrad

Part Seven • Systems Perspectives on Diversity

21. Socioeconomic Trends: Broadening the Diversity Ecosystem 393
Michàlle E. Mor Barak and Dnika J. Travis
22. Global Diversity Management 419
Mustafa Özbilgin, Karsten Jonsen, Ahu Tatli, Joana Vassilopoulou, and
Olca Surgevil
23. Law and Diversity: The Legal–Behavioral Science Divide in How to
Define, Assess, and Counteract Bias 442
Evan P. Apfelbaum and Samuel R. Sommers

Part Eight • Conclusion/Integration

24. Conclusion: Future Directions for Diversity Theory and Research 461
Quinetta M. Roberson

Index 471

xvi contents
 PA RT
1
Introduction and
Overview
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 CH A PT E R

Introduction
1
Quinetta M. Roberson

Abstract
Diversity refers to differences among people. While such differences are characteristic of the
human race, socio-cultural and economic trends have given rise to such variation in organizational
workforces as well. To keep pace with society and the changing business environment, researchers
across a number of disciplines have studied the phenomenon in an effort to understand its meaning,
import, operation and consequences in organizations. The purpose of this chapter is to consider
the environmental trends that have changed the composition of workforces and brought diversity to
the forefront as an important management and research concern. In addition, it provides a tour of
the structure of the volume and topics covered, which illustrate the diversity of this science and its
application to work and organizations.
Key Words: diversity, demographic trends, globalization, multiculturalism, workforces

As predicted by “Workforce 2000” (Johnson & amount of interaction and integration across soci-
Packer, 1987), a report by the Hudson Institute that eties and governments has increased exponentially
predicted that the U.S. labor force would become since 1980. Primarily characterized by a confluence
characterized by greater diversity, the 21st-century of economic and political factors, geographic bound-
workforce is composed of people with a large vari- aries have disappeared and an ever-developing set of
ety of social and cultural differences. Propelled by connections between nations has been established.
changes in the demographic trends in society, pub- As a result, world economies are being propelled by
lic policy initiatives, and economic development, the transnational flow of goods and services, infor-
organizations saw an evolution in the “face” of mation, and resources. With such international
their workforces. Representation of women, eth- interconnectedness, organizational stakeholders are
nic minorities, religions, and generations increased now more geographically dispersed than in tradi-
within the labor market and subsequently work- tionally collocated production models, presenting
forces, thus underscoring the need for organiza- organizations with a greater array of operating chal-
tions to understand how to manage such diversity. lenges and opportunities. For example, although
Twenty-five years since that initial report, business the internationalization of customer markets pro-
trends continue to make workforce diversity an vides organizations with access to global consumers
important concern. and thus larger market share, there is a concurrent
Driven by economic policy and technological need to understand regional differences in con-
innovation, world economies have become more sumer values, preferences, and tastes. Similarly,
interdependent. Referred to as “globalization,” the although global supplier markets may enable more