Diversity in Organizations

Hebl, Michelle R.; Avery, Derek R.

doi:10.1002/9781118133880.hop212025

Cited by 9 publications

(12 citation statements)

References 169 publications

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“…It is important to note that data from any one of the three studies that we conducted, on its own, shows substantiation of our claim that laws have the power to reduce interpersonal discrimination. Recent studies have suggested the power that triangulation of findings across data sets and methodologies can have for supporting hypotheses (see Hebl & Avery, in press; Leslie, King, Bradley, & Hebl, 2008), and the current set of three studies does just this. That is, the triangulated findings are particularly strong in that they rely on (a) very different sorts of methodologies (i.e., telephone survey data, behaviors exhibited in a job applicant field setting, behaviors in a controlled laboratory study) and (b) diverse set of individuals (i.e., a random sample of individuals within comparable Texas Zip Codes, store personnel within retail stores, and adult and college-age participants in the Houston area).…”

Section: Discussionmentioning

confidence: 89%

The force of law: The effects of sexual orientation antidiscrimination legislation on interpersonal discrimination in employment.

Barron¹,

Hebl²

2013

Psychology, Public Policy, and Law

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Except for some U.S. states and localities, gay men and lesbians are largely unprotected from employment discrimination. In debate over national legislation (Employment Non-Discrimination Act), some legislators have questioned the efficacy of antidiscrimination legislation. To address this issue, we conducted three studies. In Study 1, we documented public awareness of sexual orientation employment antidiscrimination laws by contacting 111 households in areas that do and do not offer city-wide protective laws. In Study 2, we examined the discrimination directed toward applicants who portrayed themselves as gay (lesbian) or nongay while applying for 295 retail jobs in neighboring cities with or without legislation. In Study 3, we conducted a lab experiment in which prior to interviewing a gay or lesbian confederate applicant for a management position, 229 participants were led to believe that their area either does or does not have sexual orientation antidiscrimination legislation. Our results, taken as a whole, reveal that public awareness of sexual orientation laws is heightened in communities with (vs. without) legislation (Study 1), that gay/lesbian applicants experience decreased discrimination when they have protective legislation (Study 2), and that reduced discrimination still occurs when legal awareness is randomly assigned and manipulated in a laboratory setting (Study 3). We discuss the theory behind these findings and aim to inform legislative debate with some of the first-known empirically based research estimates for the likely efficacy of pending national legislation (i.e., Employment Non-Discrimination Act).

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Section: Discussionmentioning

confidence: 89%

The force of law: The effects of sexual orientation antidiscrimination legislation on interpersonal discrimination in employment.

Barron¹,

Hebl²

2013

Psychology, Public Policy, and Law

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“…In addition, we know findings have indicated task diversity has greater implications for performance than demographic diversity (Horwitz and Horwitz, 2007). However, diversity may also have positive effects on teams with respect to both creativity and decision-making (Hebl and Avery, 2013). Despite the equivocal nature of overall outcomes of diversity at the team level, it may also be true that, as we have suggested, leader intervention to create both enhanced team identities and a safe climate may play roles in determining team successes (Roberge and Van Dick, 2010).…”

Section: Outcomes At the Team Levelmentioning

confidence: 87%

“…Outcomes of such interventions are widely reported in the literature. We also know that mixed effects abound, perhaps due to surface level and deep level diversity characteristics colliding to cause conflict (Hebl and Avery, 2013). In addition, we know findings have indicated task diversity has greater implications for performance than demographic diversity (Horwitz and Horwitz, 2007).…”

Section: Outcomes At the Team Levelmentioning

confidence: 96%

Leveraging mega-threats to reduce prejudice: a model for multi-level changes

Waples

Morgan

2022

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PurposeThe paper introduces a multi-level model to reduce prejudice through supporting diversity, equity, and inclusion (DEI) at the institutional, organizational, and individual levels. The purpose of the model is to provide theoretically undergirded pathways to explain how societal events calling for systemic changes in DEI practices can engage and inculcate such systemic changes in organizations and institutions.Design/methodology/approachThe model draws upon macro-level (i.e. institutional theory and institutional logics) theories from sociology and strategic management, meso-level theories from leadership and strategy, and micro-level organizational behavior and human resource management theories.FindingsResting on open systems theory (Katz and Kahn, 1966) as a backdrop, the authors address how institutional changes result in organizational level changes driving multi-level outcomes of increased DEI, reduced prejudice in work-related settings, and performance gains. The authors suggest the recursive nature of the model can trigger institutional level shifts in logics or result in isomorphic pressures that further change organizational fields and organizations.Originality/valueThe contribution rests in a multi-level examination to help understand how environmental pressures can motivate organizations to enact broader changes related to social justice, specifically increasing efforts in DEI inside the operational aspects of the organization. By enacting these changes, the authors suggest the resultant positive changes in organizations will enhance culture and performance, creating isomorphic pressure for industry wide changes that may begin to move the needle on addressing systemic problems that feed prejudicial behavior in the workplace.

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“…We focus on one particular aspect of surface-level diversity-gender. 9 Deep diversity captures non-observable characteristics of members of a workgroup-that is, differences that are hidden because they are not distinguishable visually, can be concealed or revealed at the individual's discretion, take time to emerge in interactions, and are measured through verbal and nonverbal behavioral patterns (Hebl & Avery, 2013). We expand the extant definition of deep diversity to include differences in other unobservable characteristics of workgroup members that capture their (a) skills, (b) networks, and (c) aspects of personality and cognitive properties.…”

Section: Leadership Diversitymentioning

confidence: 99%

Toward a Multidimensional and Multilevel Approach to Studying Gender Diversity in Upper Echelons and Firm Innovation

Tonoyan

Olson‐Buchanan

2023

Group & Organization Management

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Despite the rapidly increasing research on the nexus between gender diversity in upper echelons and firm innovation, the scholarly understanding of this topic is far from complete. Although the burgeoning literature has generated valuable insights summarized in our paper—most fundamentally uncovering gender diversity’s positive effect on firm innovation—our review of extant research indicates that it suffers from several limitations. One such key limitation is that scholarship has predominantly theorized and measured the surface-level gender diversity in leadership relying on either gender stereotypes or a notion of innate gender differences when explaining why the inclusion of women on executive boards might make a difference for firm innovation, neglecting the intersection between surface-level gender diversity and deep diversity in top management teams. We develop a multilevel theory that calls attention to investigating intersections between these two constructs, the multidimensionality of firm innovation and gender diversity, and discussing the rationales for why and when diversity is likely to get at the heart of firm innovation. We also map out some methodological suggestions for how scholars could test our propositions. We hope our efforts to describe these paths will encourage their pursuit.

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Diversity in Organizations

Cited by 9 publications

References 169 publications

The force of law: The effects of sexual orientation antidiscrimination legislation on interpersonal discrimination in employment.

The force of law: The effects of sexual orientation antidiscrimination legislation on interpersonal discrimination in employment.

Leveraging mega-threats to reduce prejudice: a model for multi-level changes

Toward a Multidimensional and Multilevel Approach to Studying Gender Diversity in Upper Echelons and Firm Innovation

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