Work-place diversity climate: Its association with racial microaggressions and employee work-place well-being

Abstract

The study examined the role of work-place diversity climate in relation to employees’ experiences of racial microaggressions (RMAs), their organisational commitment, turnover intentions, job satisfaction, and organisational citizenship behaviour (OCB) in selected South African organisations. The employees (n = 262; male = 52.9%; white = 47.1%) completed the Diversity Perception Scale (DPS), the Daily Life Experience Scale (DLE), and measures for organisational commitment, turnover intentions, job satisfaction, and OCB. Following standardised regression analysis, the results indicated that an inclusive diversity climate was associated with lower employee perceptions of RMAs, reduced turnover intentions, improved job satisfaction, and improved OCB. Experiences of RMA’s was directly associated with lower diversity climate, higher turnover intentions, lower job satisfaction, and decreased OCBs. Diversity climate indirectly influenced the relationships between RMA’s and employee organisational commitment, turnover intentions, job satisfaction, and OCBs. Female gender and black racial group membership was associated with a lower sense of diversity climate and increased experiences of RMAs. The current findings suggest a need for diversity climate management for enhancing employee work-place well-being.