Abstract
The study of diversity in organizations addresses the implications of workplace diversity from social justice, legal compliance, and organizational performance standpoints. Diversity in groups and organizations is associated with social categorization and information/decision-making processes, which respectively are related to adverse and beneficial attitudes and behaviors. Diversity scholars have attempted to shed light into these mixed results by addressing the role of categorical and relational demography, diversity types, curvilinear and interactive effects, and complex conceptualizations of diversity. Diversity management strategies, such as affirmative action and management-led diversity initiatives, have been designed to reduce discrimination and stimulate the beneficial effects of diversity.
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