Abstract

The diversity management literature frequently makes reference to justice constructs, but diversity researchers rarely draw explicitly upon organizational justice frameworks. In this chapter, we use Cropanzano, Rupp, Mohler and Schminke’s (2001a) three “roads” to organizational justice to examine how instrumental, relational, and deontic concerns are enacted in the diversity management literature. We describe the “fork in the road” that reflects the two dominant ways organizations approach diversity management: identity blind vs identity conscious. We review research on diversity climate and affirmative action to demonstrate how diversity management research does not (climate) and does (affirmative action) link organizational management practices with employee perceptions of justice. Finally, we suggest some ways that diversity management research can more effectively engage with organizational justice theory to predict, and understand, the consequences of organizations’ diversity management choices.

Talk to us

Join us for a 30 min session where you can share your feedback and ask us any queries you have

Schedule a call

Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.