- Oxford Library of Psychology
- The Oxford Handbook of Workplace Discrimination
- About the Editors
- Subtle Discrimination in the Workplace: Individual-Level Factors and Processes
- Group-Based Experiences of Discrimination: Moving Beyond Cognitive Theories
- Organizations, Employment Discrimination, and Inequality
- Employment Discrimination as Unethical Behavior
- Gender Discrimination in the Workplace
- Racial Discrimination in Organizations
- Persons With (dis)Abilities
- Age Discrimination at Work: A Review of the Research and Recommendations for the Future
- Religious Group Discrimination
- Immigrants in the Workplace: Stereotyping and Discrimination
- LGBT Workers
- Family Responsibilities and Career Outcomes: Discriminatory and Nondiscriminatory Explanations
- Modern Discrimination
- Discrimination in Employment Settings
- A Primer on Equal Employment Opportunity Law and Contemporary Enforcement
- Legal Consciousness, Mobilization, and Discrimination Disputes at Work
- International Perspective
- Measuring and Defining Discrimination
- Individual Outcomes of Discrimination in Workplaces
- Impact on Perpetrators
- Impact on Organizations
- A Stigma Lens for Considering What Targets Can Do
- What Can Allies Do?
- Organizational Remedies for Discrimination
- How Much Has America Changed in 50 Years?: An Organizational Psychologist’s Take on Social Justice Progress Since the Civil Rights Act of 1964
- Can Scholarly Works on Discrimination Make a Practical Difference?
- Moving Forward from Inequality and Discrimination: Historical Global Perspectives
- Looking Forward: What Lies Ahead in Employment Discrimination Research?
- In Conclusion: Workplace Discrimination in Context
Abstract and Keywords
This chapter discusses diversity and diversity management within the United States and globally and presents the historical underpinnings of the systematic efforts to increase heterogeneity at the workplace. Starting with social exclusion, the authors describe the historical approaches to addressing the challenges that come with increasing diversity, including governmental endeavors, human resource management, diversity management, and inclusion. In addition, developments in other parts of the world such as Europe and Asia are compared, elaborating on the cultural differences that contribute to these variations. The chapter offers a brief review of the evolving definitions of discrimination and diversity management as well as the emerging group- and macro-level theories of diversity in the literature. Next, the parameters of a diverse and inclusive work environment are articulated along with how an ideal diverse inclusive workplace might be conceptualized. Finally, the authors provide a preliminary outline of steps to achieving this ultimate goal.
Jeanette N. Cleveland Department of Psychology Colorado State University Fort Collins, CO, USA
Lynn M. Shore CSU College of Business Colorado State University Fort Collins, CO, USA
Kemol Anderson Department of Psychology Colorado State University Fort Collins, CO, USA
Lena-Alyeska Huebner Department of Psychology Colorado State University Fort Collins, CO, USA
Diana Sanchez Department of Psychology San Francisco State University San Francisco, CA, USA
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