Diversity ideologies in organizations: An introduction.

Abstract

This chapter proposes an interactive model of how organizational-level and individual-level diversity ideology impact diverse employees' perceptions of inclusion and organizational justice. It focuses on inclusion and organizational justice as consequences of ideological interactions. The proposed interactive model provides an important practical tool for managers and executives to establish a more inclusive and just organization. Majority group employees who endorse colorblindness may perceive unfairness with the company's multicultural decision-making process. An employee's endorsed diversity ideology may differ depending on the individual's social group membership, so the discussion is from the minority and majority group's endorsement of diversity ideologies and its impact on intergroup relations and work outcomes. Within social, cross-cultural, ethnic-minority, and organizational psychology domains, diversity ideologies represent attitudes, beliefs, and practices regarding how to respond to diversity and how groups should interact with one another. The core of diversity ideology is rooted in social group dynamics that is likewise found in inclusion.