Diversity at Work

doi:10.1017/CBO9780511753725

What effects do racism, sexism and other forms of discrimination have on the functioning of organizations? Is there a way of managing organizations such that we can benefit both the members of traditionally disadvantaged groups and the organizations in which they work? Discrimination on the basis of race or gender, whether implicit or explicit, is still commonplace in many organizations. Organizational scholars have long been aware that diversity leads to dysfunctional individual, group, and organizational outcomes. What is not well understood is precisely when and why such negative outcomes occur. In Diversity at Work, leading scholars in psychology, sociology, and management address these issues by presenting innovative theoretical ways of thinking about diversity in organizations. With each contribution challenging existing approaches to the study of organizational diversity, the book sets a demanding agenda for those seeking to create equality in the workplace.

'Organizational research has traditionally focused on big companies and executives; we have often neglected family businesses, entrepreneurs, and blue collar workers. This new volume shows us that we have also paid far too little attention to diversity and to minorities, to our great detriment, socially, personally, and economically. Organizational scholars, myself included, don’t truly understand the imposing and critical dynamics of diversity. This new book starts to open that very important door.'

J. Keith Murnighan - Kellogg School of Management, Northwestern University

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Contents

Frontmatter
pp i-vi
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Contents
pp vii-viii
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List of figures
pp ix-ix
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List of tables
pp x-x
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List of contributors
pp xi-xviii
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Foreword
pp xix-xx
- By Cary Cooper, Lancaster University England, Jone L. Pearce, University of California Irvine
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Preface
pp xxi-xxii
- By Arthur P. Brief, George Eccles Chair in Business Ethics and Presidential Professor, University of Utah
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1 - Introduction: Where the sweet spot is: Studying diversity in organizations
pp 1-10
- By Dolly Chugh, Assistant Professor, Management and Organizations Department New York University Stern School of Business, Arthur P. Brief, George Eccles Chair in Business Ethics and Presidential Professor, University of Utah
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Part I - Conceptual foundations
pp 11-12
- By Arthur P. Brief, George Eccles Chair in Business Ethics and Presidential Professor, University of Utah
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2 - Stereotypes and prejudice create workplace discrimination
pp 13-52
- By Susan T. Fiske, Professor of Psychology, Princeton University, Tiane L. Lee, PhD candidate in Social Psychology, Princeton University
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3 - Promoting racial diversity at work: Challenges and solutions
pp 53-86
- By William T. Bielby, Professor of Sociology, University of Illinois Chicago
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Part II - Emerging theoretical approaches
pp 87-88
- By Arthur P. Brief, George Eccles Chair in Business Ethics and Presidential Professor, University of Utah
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4 - Identity negotiation processes amidst diversity
pp 89-126
- By Jeffrey T. Polzer, Professor of Organizational Behavior, Harvard Business School, Heather M. Caruso, Professor of Organizational Behavior, Harvard Business School
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5 - Diversity, conflict, and their consequences
pp 127-174
- By Karen A. Jehn, Professor of Social and Organizational Psychology, Leiden University Netherlands, Lindred L. Greer, Leiden University, Joyce Rupert, PhD student in Social and Organizational Psychology, Leiden University Netherlands
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6 - Shifting frames in team-diversity research: From difference to relationships
pp 175-201
- By Robin J. Ely, Professor of Organizational Behavior, Harvard Business School, Laura Morgan Roberts, Assistant Professor of Organizational Behavior, Harvard Business School
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7 - Putting your own down: How members of disadvantaged groups unwittingly perpetuate or exacerbate their disadvantage
pp 202-262
- By Naomi Ellemers, President of the European Association of Experimental Social Psychology, Manuela Barreto, Associate Professor in Social and Organizational Psychology, Leiden University Leiden Netherlands
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Part III - Moving ahead: Agendas for practice and research
pp 263-264
- By Arthur P. Brief, George Eccles Chair in Business Ethics and Presidential Professor, University of Utah
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8 - Diversity initiative effectiveness: What organizations can (and cannot) expect from diversity recruitment, diversity training, and formal mentoring programs
pp 265-317
- By Carol T. Kulik, Research Professor of Human Resource Management, University of South Australia, Loriann Roberson, Professor of Psychology, Teachers College Columbia University
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9 - was not that long ago: A story of gateways and pathways
pp 318-340
- By Dolly Chugh, Assistant Professor, Management and Organizations Department New York University Stern School of Business, Arthur P. Brief, George Eccles Chair in Business Ethics and Presidential Professor, University of Utah
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Index
pp 341-365
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Diversity at Work

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Contents

Frontmatter
pp i-vi

Contents
pp vii-viii

List of figures
pp ix-ix

List of tables
pp x-x

List of contributors
pp xi-xviii

Foreword
pp xix-xx

Preface
pp xxi-xxii

1 - Introduction: Where the sweet spot is: Studying diversity in organizations
pp 1-10

Part I - Conceptual foundations
pp 11-12

2 - Stereotypes and prejudice create workplace discrimination
pp 13-52

3 - Promoting racial diversity at work: Challenges and solutions
pp 53-86

Part II - Emerging theoretical approaches
pp 87-88

4 - Identity negotiation processes amidst diversity
pp 89-126

5 - Diversity, conflict, and their consequences
pp 127-174

6 - Shifting frames in team-diversity research: From difference to relationships
pp 175-201

7 - Putting your own down: How members of disadvantaged groups unwittingly perpetuate or exacerbate their disadvantage
pp 202-262

Part III - Moving ahead: Agendas for practice and research
pp 263-264

8 - Diversity initiative effectiveness: What organizations can (and cannot) expect from diversity recruitment, diversity training, and formal mentoring programs
pp 265-317

9 - was not that long ago: A story of gateways and pathways
pp 318-340

Index
pp 341-365

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Diversity at Work

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