Managing diversity in organizations:an integrative model and agenda for future research


The literature on policies, procedures, and practices of diversity management in organizations is currently fragmented and often contradictory in highlighting what is effective diversity management, and which organizational and societal factors facilitate or hinder its implementation. In order to provide a comprehensive and cohesive view of diversity management in organizations, we develop a multilevel model informed by the social identity approach that explains, on the basis of a work motivation logic, the processes by, and the conditions under which employee dissimilarity within diverse work groups is related to innovation, effectiveness, and well-being. Building on this new model, we then identify those work group factors (e.g., climate for inclusion and supervisory leadership), organizational factors (e.g., diversity management policies and procedures, and top management's diversity beliefs), and societal factors (e.g., legislation, socioeconomic situation, and culture) that are likely to contribute to the effective management of diversity in organizations. In our discussion of the theoretical implications of the proposed model, we offer a set of propositions to serve as a guide for future research. We conclude with a discussion of possible limitations of the model and practical implications for managing diversity in organizations.

Publication DOI:
Divisions: College of Business and Social Sciences > Aston Business School > Work & Organisational Psychology
College of Business and Social Sciences > Aston Business School
College of Business and Social Sciences > Aston Business School > Aston India Foundation for Applied Research
College of Business and Social Sciences > Aston Business School > Economics, Finance & Entrepreneurship
College of Business and Social Sciences > Aston Business School > Operations & Information Management
College of Business and Social Sciences > School of Social Sciences & Humanities
Additional Information: This is an Accepted Manuscript of an article published by Taylor & Francis in European Journal of Work and Organizational Psychology on 04/07/2013, available online:
Uncontrolled Keywords: climate; Culture,diversity management,effectiveness,identification,innovation,leadership,relational demography,self-determination theory,social identity approach,well-being,work group diversity,work motivation,Organizational Behavior and Human Resource Management,Applied Psychology
Publication ISSN: 1464-0643
Last Modified: 12 Jul 2024 07:02
Date Deposited: 11 Oct 2013 11:36
Full Text Link:
Related URLs: http://www.scop ... tnerID=8YFLogxK (Scopus URL)
http://www.tand ... 32X.2013.805485 (Publisher URL)
PURE Output Type: Article
Published Date: 2014
Published Online Date: 2013-07-04
Accepted Date: 2013-07-01
Authors: Guillaume, Yves R.F. (ORCID Profile 0000-0003-0040-0453)
Dawson, Jeremy F.
Priola, Vincenza (ORCID Profile 0000-0002-8816-9104)
Sacramento, Claudia A. (ORCID Profile 0000-0002-7384-1412)
Woods, Stephen A. (ORCID Profile 0000-0003-3331-2329)
Higson, Helen E. (ORCID Profile 0000-0003-3433-2823)
Budhwar, Pawan S. (ORCID Profile 0000-0001-8915-6172)
West, Michael A.



Version: Draft Version

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