Abstract
Using data collected from 1,324 employees working within 100 departments of a biomedical company that was interested in understanding the factors that could help mitigate problems associated with gender diversity, I tested the hypotheses that the climate for inclusion of departments would moderate both the relationship between gender diversity and relationship conflict, as well as the relationship between relationship conflict and department-level satisfaction. Results provided strong support for these hypotheses. Levels of relationship conflict were lower in gender diverse groups characterized by a strong climate for inclusion compared to gender diverse groups with a weak climate for inclusion. Furthermore, in those departments with a strong climate for inclusion, the negative relationship between relationship conflict and satisfaction that has been consistently found in the literature was reversed. Relationship conflict was actually associated with higher levels of satisfaction.
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