Diversity management and its praxis: the protagonist role of the organizational cultureThe purpose of this study was to identify elements of organizational culture that influence the development of diversity management in organizations, aiming at ways of looking at these two themes, organizational culture, and diversity management, and evaluating ways to improve the praxis and contribute to the expansion and long-term maintenance of diversity management in organizations. For this, quantitative research was conducted, with the application of a questionnaire. As a sample, individuals who were working in a formal organization at the time of the research were considered and, in the end, 211 valid cases were collected. For analysis of the results, the technique of structural equation modeling (SEM) was used, specifically partial least squares (PLS-SEM). The hypothesis of the influence of the organizational culture on diversity management was supported and the most influential elements were identified, namely: values associated with employee satisfaction and wellbeing, training and reward practices and values of cooperative professionalism. The hypothesis of moderation of the organization's origin variable (national or multinational) was also supported and the implications of this moderating effect on the influential elements of organizational culture on diversity management were discussed. Additionally, a practice guide was developed for application in organizations.