When is a Diversity Climate Specious? A Theory of Diversity Climate Development

Abstract

We argue that positive diversity climates that appear to be genuine may in fact be specious; that is, the climate may look good, but this appearance may be false. We examine this phenomenon by building theory on the development of positive diversity climate (unit value for fairness and difference) based on three foundational elements: 1) leader inclusiveness, 2) unit composition (leader in- and out-group members), and 3) the negative/positive experiences members have had with diversity initiatives in the past. While leader inclusiveness may reduce effects of potential subunits or faultlines based on membership in the leader’s in- /out-group, prior experiences with diversity initiatives are not necessarily addressed, and can still produce specious elements in the climate. We address cases in which members do not agree as to what constitutes unit value for fairness and difference, and those in which distinct prior diversity initiative experience aligns with leader in- /out-groups. This theory development should lead to a better understanding of when a reported positive diversity climate will actually result in positive outcomes.