- Oxford Library of Psychology
- The Oxford Handbook of Diversity and Work
- Oxford Library of Psychology
- About the Editor
- Diverse Forms of Difference
- Understanding Diversity as Culture
- Moving Beyond a Categorical Approach to Diversity: The Role of Demographic Faultlines
- Navigating the Self in Diverse Work Contexts
- An Examination of Categorization Processes in Organizations: The Root of Intergroup Bias and a Route to Prejudice Reduction
- The Social and Psychological Experience of Stigma
- Ideology: An Invisible yet Potent Dimension of Diversity
- Diversity as Knowledge Exchange: The Roles of Information Processing, Expertise, and Status
- Diversity as Disagreement: The Role of Group Conflict
- Demographic Diversity as Network Connections: Homophily and the Diversity–Performance Debate
- Understanding How Context Shapes Team Diversity Outcomes
- Diversity Cognition and Climates
- Considering Diversity as a Source of Competitive Advantage in Organizations
- The Origins and Effects of Corporate Diversity Programs
- Diversity Staffing: Inclusive Personnel Recruitment and Selection Practices
- Career Development
- Leadership in a Diverse Workplace
- Effective Diversity Training
- Work–Life Interface and Flexibility: Impacts on Women, Men, Families, and Employers
- Socioeconomic Trends: Broadening the Diversity Ecosystem
- Global Diversity Management
- Law and Diversity: The Legal–Behavioral Science Divide in How to Define, Assess, and Counteract Bias
- Conclusion: Future Directions for Diversity Theory and Research
Abstract and Keywords
Cultural diversity—the degree to which there are differences within and between individuals based on both subjective and objective components of culture—can affect individual and group processes. However, much is still unclear about the effects of cultural diversity. We review the literature on cultural diversity to assess the state of the art and to identify key issues for future research. This review emphasizes the importance of understanding different types of cultural diversity and their independent and combined effect on team performance. We identify key contributions to the study of cultural diversity and discuss frontiers for future research.
Eduardo Salas is Trustee Chair and Professor of Psychology at the University of Central Florida. He also holds an appointment as Program Director for the Human Systems Integration Research Department at the Institute for Simulation & Training. Eduardo Salas has co‐authored over 300 journal articles and book chapters and has co‐edited 16 books. He is on or has been on the editorial boards of Journal of Applied Psychology, Personnel Psychology, Military Psychology, Interamerican Journal of Psychology, Applied Psychology: An International Journal, International Journal of Aviation Psychology, Group Dynamics, Journal of Organizational Behavior, and is a past editor of Human Factors journal. He is a fellow of the American Psychological Association (SIOP and Divisions 19 & 21), and the Human Factors and Ergonomics Society. He received his PhD degree (1984) in industrial and organizational psychology from Old Dominion University.
Maritza R. Salazar, School of Behavioral and Organizational Sciences, Claremont Graduate University
Michele J. Gelfand is Professor of psychology and Distinguished University Scholar Teacher at the University of Maryland, College Park. She has done extensive and groundbreaking work on culture and conflict, including bargaining and negotiation.
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