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Despite the increasing concern on workplace diversity, no research has been conducted to providing an objective visualization of the development of this fast-developing area and to complementing prior qualitative and meta-analytic reviews in the Asia-Pacific region. This research uses co-citation and co-occurrence analyses to trace how the landscape of diversity evolved from January 1993 to August 2021, using the scientific visualization tool CiteSpace. Based on a dataset of 636 diversity-related publications in the Asia-Pacific region collected from the Web of Science database, we conduct a bibliometric review to map the landscape, with the focus on identifying landmark researchers, articles, and journals, and the intellectual structure of, and changes in, diversity-related research themes. Further, a narrative review was adopted to summarize the frequently studied diversity themes, to capture the developing trends of diversity research, and to build an integrated model of workplace diversity in the Asia-Pacific context. Based on these findings, this review displays the evolution of diversity literature and uncovers future research directions to spur follow-up diversity studies. [ABSTRACT FROM AUTHOR]

Research suggests that majority racial group members in the USA (i.e., White people) sometimes respond to high levels of racial out-group representation with attitudinal concerns about anti-White discrimination, particularly among those who endorse more conservative (vs. more liberal) ideology and perceive economic threats to their in-group. However, research has not yet assessed whether these variables predict actual anti-White discrimination claiming behavior at work. These claims are potentially problematic because concerns about White racial victimization are often cited as a reason to scale back policies aimed at improving racial diversity and racial justice in organizations. We investigate the effects of racial out-group representation, political ideology, and in-group economic threat on the prevalence of anti-White discrimination claims in US counties. In doing so, we contribute to scholarship examining the relationship between workplace intergroup relations and the social contexts surrounding them. We use computational methods to combine (a) a geocoded dataset of discrimination claims filed with the Equal Employment Opportunity Commission with (b) county-level data on the representation of people of color, (c) White unemployment rates, and (d) political liberalism-conservatism. Results reveal a positive relationship between the proportional representation of people of color and the proportion of claims filed for anti-White discrimination and further show that this positive association is stronger in counties with higher conservatism (vs. liberalism). This study provides the first large-scale support for the hypothesis that racial out-group representation positively relates to majority group members’ claims of racial victimization, particularly amid strong preferences to conserve the status quo. [ABSTRACT FROM AUTHOR]

Reason of the study is to highlight the impact of diversity management on organizational performance diversity management practice bring new and favorable opportunity in the organization as if there is proper diversity management practices then more able and efficient employees will be hired in the organization from different diversified areas with several difference in demographic factor, especially in hotels there is more scope and demand of diversified workforce, as in hotels customers visit from all over the world with different culture and language so in order to meet all the requirements of customers and make guest comfortable and satisfied it is important to have diversified staff. Therefore an attempt is made to measure all the possible positive and negative impact of diversity management practices on organizational performance specifically in hotel organization. Methodology adapted for this paper is based on literature review done in a systematic manner. Different scientific online databases such as web knowledge, emerald, saga, ProQuest, Science direct are considered in the process of literature. Secondary data was collected from various published and unpublished article, reports, etc. Both government and non-government organizations data were analyzed. diversity management practices, learning organization, organizational performance are the main three key words used to scan these online database. Relevant articles were studied in depth in order to understand what is already done and what is required to be done. Finding of the study indicate that if diversity management is done in the correct manner and on right basis by considering all its challenges and problem raised by it, the for sure it will increases organizational performance and will be beneficial for organization. [ABSTRACT FROM AUTHOR]

We show that the U.S. anti-discriminatory laws prohibiting discrimination in the workplace based on sexual orientation and gender identity (i.e. lesbian, gay, bisexual, and transgender (LGBT) identities) spur innovation, which ultimately leads to higher firm performance. We use the Human Rights Campaign's Corporate Equality Index (CEI) of 398 (1592 firm-year observations) U.S. firms between 2011 and 2014, and find a significantly positive relationship between CEI and firm innovation. We also find that an interacting effect of CEI and firm innovation leads to higher firm performance. We use our understanding of Rawls' Theory of Justice and stakeholder theory to show that firms with workplace diversity policies are likely to be more innovative and perform better than those without such policies. Our results are robust to endogeneity, reverse causality and simultaneity issues. Our results will trigger debate in similar markets around the globe on the economic benefits of LGBT workplace diversity policies for firms. [ABSTRACT FROM AUTHOR]

Diversity climate, defined as an organizational climate characterized by openness towards and appreciation of individual differences, has been shown to enhance outcomes in culturally diverse teams. To date, it remains unclear which processes are responsible for these findings. This paper presents two quantitative studies ( n = 91; 246) that identify trust and openness in workgroup communication as possible mediators. We replicate earlier findings that perceived diversity climate positively relates to job satisfaction, sense of inclusion, work group identification and knowledge sharing in teams. In study 1, trust is shown to mediate the effects of perceived diversity climate on team members' sense of inclusion. In study 2, trust mediates the relationship between perceived diversity climate and workgroup identification and openness mediates its relationship with knowledge sharing. [ABSTRACT FROM AUTHOR]

This paper describes the development and validation of the Benefits and Threats of Diversity Scale (BTDS), an instrument which measures how employees perceive the effects of cultural diversity in the workplace. By analyzing employees' perceptions, organizations may be able to communicate more effectively about diversity, and reduce potential diversity resistance by targeting those employees who feel most threatened by the process of diversification. First, a conceptual framework is established regarding possible positive and negative perceptions regarding cultural diversity in the workplace, based on both existing literature and qualitative data gathered in interviews. The final structure of the BTDS includes five subdimensions of benefits, and four subdimensions of threats. The internal structure, reliability and construct validity of the BTDS are established using quantitative data gathered in existing organizations. Our results also show that the respective dimensions of benefits and threats are mostly independent. This implies that individuals who perceive many benefits of diversity do not perceive less threats, or vice versa. This, in turn, suggests that individuals are not either pro or con diversity, as is often assumed in existing literature, but instead may possess a more nuanced view. [ABSTRACT FROM AUTHOR]

Despite the wealth of proscriptive information on how to manage diversity, relatively little attention has been paid to measures of workplace diversity. The present study developed a set of measures that practitioners and researchers can use to assess the degree to which members of an organization hold simple or complex views on workplace diversity. Three measures of perceptual complexity were defined and examined in the study: perceptual breadth, depth, and balance. Data collected from 266 participants in three different organizational settings revealed statistically significant differences on all throe complexity measures. Practical implications of the study are discussed and directions for future research are identified. [ABSTRACT FROM AUTHOR]

We draw upon evidence from a qualitative study of headhunters to provide insights into the character and importance of candidate “fit” and skill for the selection of a broad range of white-collar employees. Headhunters suggest that the “fit” of a job candidate is assessed at two levels, one corresponding with a general compatibility with organization-level norms, culture, and strategy, the other corresponding more closely with traits and characteristics of the person or persons with whom the job candidate actually interviews. Skill—a factor which is largely neglected by those who tout the importance of fit—also plays an important and independent role in employee selection. Stalls that influence the selection of employees from a pool of candidates tend to be highly specific if not idiosyncratic, and take the form of what headhunters call “hot buttons.” We conclude by discussing the conceptualization, causes, and implications of fit; we also consider how the importance of fit and hot buttons challenges the explanatory logic of standard accounts of labor-market success. [ABSTRACT FROM AUTHOR]

This study analyzes how worker pay is related to educational diversity, i.e., diversity in the educational composition of work groups in terms of the different types of vocational and academic education. As previous research shows that various types of diversity have positive effects in the workplace, a positive effect due to 'educational diversity' also seems plausible. We provide novel empirical evidence on the relation between the educational diversity of work groups and productivity, or more precisely, individual workers' pay. Using theoretical considerations drawn from diversity research, we develop hypotheses on the relation between a group's educational diversity and individual workers' pay. Drawing on an exceptionally large set of employer-employee data with more than 87,000 employers and 1,200,000 employees, we test our hypotheses and find that the educational diversity of work groups—and thus work groups with workers of different types of vocational and academic education—is positively related to individual workers' pay. Thus, educational diversity in the form of a combination of academic and Vocational Education and Training (VET) graduates in the workplace seems to be advantageous for the workers involved. Our findings suggest that educational diversity is especially beneficial in groups with high levels of task complexity and shorter organizational tenure. [ABSTRACT FROM AUTHOR]