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Cited by 173Gender Diversity and InequalityTeam Dynamics and PerformanceSocial and Intergroup Psychology

Managing diversity in organizations: An integrative model and agenda for future research

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Guillaume, Yves R. F., Dawson, Jeremy F., Priola, Vincenza, Sacramento, Claudia A., Woods, Stephen A., Higson, Helen E., Budhwar, Pawan S., West, Michael A.·2014·European Journal of Work and Organizational Psychology
DOI 10.1080/1359432x.2013.805485
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Abstract

The literature on policies, procedures, and practices of diversity management in organizations is currently fragmented and often contradictory in highlighting what is effective diversity management, and which organizational and societal factors facilitate or hinder its implementation. In order to provide a comprehensive and cohesive view of diversity management in organizations, we develop a multilevel model informed by the social identity approach that explains, on the basis of a work motivation logic, the processes by, and the conditions under which employee dissimilarity within diverse work groups is related to innovation, effectiveness, and well-being. Building on this new model, we then identify those work group factors (e.g., climate for inclusion and supervisory leadership), organizational factors (e.g., diversity management policies and procedures, and top management's diversity beliefs), and societal factors (e.g., legislation, socioeconomic situation, and culture) that are likely to contribute to the effective management of diversity in organizations. In our discussion of the theoretical implications of the proposed model, we offer a set of propositions to serve as a guide for future research. We conclude with a discussion of possible limitations of the model and practical implications for managing diversity in organizations.

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  • Within the focus on moderators of team diversity effects, interest in the role of leaders in addressing diversity has been steadily increasing.

    “Within this focus on moderators of team diversity effects, the interest in the role of leaders in addressing diversity has been steadily increasing (e.g., Guillaume et al., 2014Guillaume et al., , 2017;;Nishii et al., 2018;Roberts, 2006).”

    From Leading diversity: Towards a theory of functional leadership in diverse teams. (2020) · cites this paper as Guillaume et al., 2014

    The Climate for Inclusion section treats middle-management leadership as a factor shaping how diversity-management practices translate into an inclusive work-group climate. The Theoretical Implications section also calls for further research on leadership in diverse groups. These passages support the paper as an example of interest in leaders’ roles, but they do not establish that such interest has been steadily increasing; page numbers are unavailable in our copy. (LLM, conf=0.83)

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Cited by

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Authors
Guillaume, Y. R. F., Dawson, J. F., Priola, V., Sacramento, C. A., Woods, S. A., Higson, H. E., Budhwar, P. S., & West, M. A.
Affiliations
  • Aston University (GB)
  • University of Sheffield (GB)
  • Lancaster University (GB)
Corresponding author
Guillaume, Yves R. F.
ORCID
Venue
European Journal of Work and Organizational Psychology
Publisher
Informa UK Limited
Published
2013-07-04
Volume
23
Issue
5
Pages
783-802
ISSN
  • 1359-432X (ISSN-L)
  • 1464-0643
DOI
10.1080/1359432x.2013.805485
OpenAlex
W2029029950
Cited by
173
References
6
Citations by year
2026: 10 · 2025: 11 · 2024: 14 · 2023: 15 · 2022: 17 · 2021: 12 · 2020: 22 · 2019: 15 · 2018: 13 · 2017: 15 · 2016: 13 · 2015: 11 · 2014: 3 · 2013: 2
FWCI
22.91
Type
journal article
Language
en
Open access
Locations
  • European Journal of Work and Organizational Psychology (publishedVersion)
  • Open Research Online (The Open University) (acceptedVersion)
  • Aston Publications Explorer (Aston University) (submittedVersion)
  • Open Research (University of Surrey) (submittedVersion)
  • Lancaster EPrints (Lancaster University) (submittedVersion)
  • Surrey Research Insight Open Access (The University of Surrey) (submittedVersion)
Topics
  • Social Sciences › Gender Studies › Gender Diversity and Inequality
  • Social Sciences › Psychology › Social Psychology › Team Dynamics and Performance
  • Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
Keywords
diversity management, work teams, social identity theory, employee motivation, innovation, organizational effectiveness, employee well-being, inclusion climate, supervisor leadership, diversity policy, social factors, multilevel models

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