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Cited by 1,354Gender Diversity and InequalityTeam Dynamics and PerformanceSocial and Intergroup Psychology

The Benefits of Climate for Inclusion for Gender-Diverse Groups

Nishii, Lisa H.·2013·Academy of Management Journal
DOI 10.5465/amj.2009.0823
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Abstract

I introduce the construct of climate for inclusion, which involves eliminating relational sources of bias by ensuring that identity group status is unrelated to access to resources, creating expectations and opportunities for heterogeneous individuals to establish personalized cross-cutting ties, and integrating ideas across boundaries in joint problem solving. I show that within inclusive climates, interpersonal bias is reduced in such a way that gender diversity is associated with lower levels of conflict. In turn, the negative effect that group conflict typically has on unit-level satisfaction disappears. This has important implications, as unit-level satisfaction is negatively associated with turnover in groups.

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Crossref · 10.5465/amj.2009.0823

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13 of 13 references verified0 citation errors · 0 not checkable

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  • Nishii (2013) showed that an inclusive climate can reduce the interpersonal bias associated with gender diversity, weakening the link between diversity and conflict and protecting unit-level satisfaction from the damaging effects of conflict.

    “Nishii (2013) showed that an inclusive climate can reduce the interpersonal bias associated with gender diversity, weakening the link between diversity and conflict and protecting unitlevel satisfaction from the damaging effects of conflict.”

    From Inclusive Workplaces and Performance: An Integrative Review of Diversity and Employee Outcomes (2026) · cites this paper as Nishii (2013)

  • Nishii (2013) linked inclusive climate to lower conflict and protected satisfaction, with satisfaction in turn related to turnover at the unit level.

    “Nishii (2013) similarly linked inclusive climate to lower conflict and protected satisfaction, with satisfaction in turn related to turnover at the unit level.”

    From Inclusive Workplaces and Performance: An Integrative Review of Diversity and Employee Outcomes (2026) · cites this paper as Nishii (2013)

  • Diverse teams are less likely to experience intergroup bias when social categories are less salient.

    “One stream of research has shown that diverse teams are less likely to experience intergroup bias when social categories are less salient (Homan et al., 2007a(Homan et al., , 2008;;Nishii, 2013;Van Knippenberg et al., 2004).”

    From Leading diversity: Towards a theory of functional leadership in diverse teams. (2020) · cites this paper as Nishii, 2013

  • Organizational diversity climates that ignore or deemphasize diversity are more likely to set up for subgroup categorization than climates that acknowledge and celebrate diversity.

    “Likewise, organizational diversity climates that ignore or deemphasize diversity (e.g., colorblindness; discrimination-and-fairness perspectives) are more likely to set up for subgroup categorization than climates that acknowledge and celebrate diversity (e.g., allinclusive multiculturalism, learning-and-effectiveness perspectives; Ely & Thomas, 2001;Nishii, 2013;Nishii et al., 2018;Plaut, Garnett”

    From Leading diversity: Towards a theory of functional leadership in diverse teams. (2020) · cites this paper as Nishii, 2013

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Authors
Nishii, L. H.
Affiliations
Cornell University (US)
Corresponding author
Nishii, Lisa H.
Venue
Academy of Management Journal
Publisher
Academy of Management
Published
2013-12
Volume
56
Issue
6
Pages
1754-1774
ISSN
  • 0001-4273 (ISSN-L)
  • 1948-0989
DOI
10.5465/amj.2009.0823
OpenAlex
W2158378292
Cited by
1,354
References
13
Citations by year
2026: 203 · 2025: 218 · 2024: 189 · 2023: 138 · 2022: 131 · 2021: 97 · 2020: 93 · 2019: 91 · 2018: 64 · 2017: 49 · 2016: 31 · 2015: 31 · 2014: 12 · 2013: 6
FWCI
38.40
Type
journal article
Language
en
Open access
closed
Locations
  • Academy of Management Journal (publishedVersion)
  • eCommons (Cornell University) (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
gender diversity, interpersonal bias, group conflict, turnover, joint problem solving, identity groups, access to resources

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