“…of social diversity, that is, their homogeneity, due to the underrepresentation of social groups such as women and ethnic and sexual minorities (see, for example, Zandvliet 2002, Wirth 2004, OSA 2005, Lopez-Claros and Sahidi 2010, Netherlands 2010. We assume, therefore, that social diversity is not a neutral or natural fact but a discourse that is informed by a constellation of social relations of power such as gender, ethnicity, and sexuality that constitute organizational members (Zanoni and Janssens 2003, Janssens and Zanoni 2005, Prasad et al 2006. In this paper, we explore the relationship between managerial understandings of diversity and of these three social relations of power.…”