- The Oxford Handbook of Diversity in Organizations
- List of Illustrations
- List of Contributors
- Introduction: Mapping the Field of Diversity in Organizations
- The Politics of Equality and Diversity: History, Society, and Biography
- Duelling Dualisms: A History of Diversity Management
- Theories of Difference, Diversity, and Intersectionality: What Do They Bring to Diversity Management?
- Rethinking Diversity in Organizations and Society
- Reflections on Diversity and Inclusion Practices at the Organizational, Group, and Individual Levels
- Reframing Diversity Management
- Advancing Postcolonial Approaches in Critical Diversity Studies
- A Postcolonial Deconstruction of Diversity Management and Multiculturalism
- Queer Perspectives Fuelling Diversity Management Discourse: Theoretical and Empirical-Based Reflections
- Ambiguous Diversities: Practices and Perceptions of Diversity Management
- Individuals, Teams, and Organizational Benefits of Managing Diversity: An Evidence-Based Perspective
- Organizational Benefits through Diversity Management: Theoretical Perspectives on the Business Case
- Explaining Diversity Management Outcomes: What Can Be Learned from Quantitative Survey Research?
- Challenges and Opportunities: Contextual Approaches to Diversity Research and Practice
- In Search of the ‘Real’: The Subversive Potential of Ethnography in the Field of Diversity Management
- Collecting Narratives and Writing Stories of Diversity: Reflecting on Power and Identity in Our Professional Practice
- Rethinking Higher Education Diversity Studies through a Diversity Management Frame
- Global Diversity Management: Breaking the Local Impasse
- Entrepreneurship and Diversity
- Practices of Organizing and Managing Diversity in Emerging Countries: Comparisons between India, Pakistan, and South Africa
- Intersectionality at the Intersection: Paradigms, Methods, and Application—A Review
- The Intersectionalities of Age, Ethnicity, and Class in Organizations
- People with Disabilities: Identity, Stigmatization, Accommodation, and Intersection with Gender and Ageing in Effects on Employment Outcomes
- Of Race and Religion: Understanding the Roots of Anti-Muslim Prejudice in the United States
- Intersectionality, Social Identity Theory, and Explorations of Hybridity: A Critical Review of Diverse Approaches to Diversity
- Examining Diversity in Organizations from Critical Perspectives: The Validity of the Research Process
- Future Challenges for Practices of Diversity Management in Organizations
- From Here to There and Back Again: Transnational Perspectives on Diversity in Organizations
Abstract and Keywords
Although the benefits of diversity are promising, research findings on its direct effect at various levels of the organization have been mixed. This chapter reviews existing research and documents how, when, and under what conditions diversity enhances performance at the individual, team, and organizational levels. We suggest that the positive effects of diversity on performance at all levels are present, but they are established only under the appropriate conditions. We identify several policies and practices which are effective at promoting a more diverse workforce as well as enhance the benefit of diversity. We conclude with suggestions for future research to extend our knowledge on the benefits that can be derived from a diverse workforce.
University of Leicester
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