The Definition of Diversity

Peterson, Lorna

doi:10.1300/j111v27n01_03

Cited by 28 publications

(9 citation statements)

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“…Legislation that governs diversity is seen as an important foundation for diversity management interventions (Peterson, 1999). Consequently, a South African conceptualisation of diversity climate should encapsulate the specific South African dynamics and central diversity-related themes.…”

Section: Diversity Climate and The South African Contextmentioning

confidence: 99%

The validation of a diversity climate measurement instrument for the South African environment

McCallaghan

Heyns

2021

SA Journal of Industrial Psychology

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Orientation: South Africa had a distinctive diversity environment with unique diversity-related challenges. Researchers and practitioners required a validated diversity climate instrument that can be used to examine diversity management observations in a South African setting.Research purpose: The objective of this study was to address a research opportunity to source, test and validate a diversity climate instrument for the South African environment.Motivation for the study: Studies examining the conceptualisation, validation and measurement invariance of a diversity climate instrument for the South African environment do not yet exist.Research approach/design and method: A quantitative approach with cross-sectional design was utilised. A total of 323 respondents from a convenience sample formed part of this study. Statistical analysis included reliability, validity and measurement invariance computations.Main findings: An applicable one-dimensional diversity climate assessment instrument was identified from literature. This study found evidence indicating that the instrument was reliable and valid across white and African population groups.Practical/managerial implications: The assessment of diversity climate will be an accurate indication on how well an organisation is managing diversity. A validated measuring instrument will be a valuable managerial tool for any South African organisation, which can assist with future decision making.Contribution/value-add: This study was able to source and validate a diversity climate measuring instrument for a unique diversity setting, such as South Africa.

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Section: Diversity Climate and The South African Contextmentioning

confidence: 99%

The validation of a diversity climate measurement instrument for the South African environment

McCallaghan

Heyns

2021

SA Journal of Industrial Psychology

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“…Presumably, if this was known, an elimination of denial would occur to the extent that some employees, particularly, White males, would stop feeling threatened by true minority employees while holding power. White males introduced the term diversity in the workplace so they could be included in perceived preferential treatment initiatives and to displace Affirmative Action (Peterson, 1999).…”

Section: Conceptual Model For Dq As a Core For Leadership Developmentmentioning

confidence: 99%

Conclusion: Diversity Intelligence as a Core of Diversity Training and Leadership Development

Hughes

2018

Advances in Developing Human Resources

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Problem: Leadership development is a core part of training, education, and career management strategies in organizations. Yet, leaders are not translating what they learn about protected class employees during leadership development initiatives back to the workplace. Solution: Diversity intelligence should be added to organizational diversity and leadership development training and education initiatives. With DQ as a core of the training and education initiatives, leaders may acquire the needed ability to translate what they learn to actual practice. A conceptual model for DQ as a core of leadership development and typology of leaders with low and high DQ are provided. They will be able to better lead their protected class followers because they will know who they are and how to enhance their performance. Stakeholders: Workplace leaders, diversity trainers, educators, and career management professionals are provided ideas for enhancing their diversity improvement efforts. Implications for Human Resource Development professionals and researchers are also offered.

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“…These findings coincide with Winston's (2008) challenge to address uncomfortable issues in LIS research, go beyond "what has been presented in the library literature" (p. 4), and facilitate the continued discussion of topics that remain taboo or inflammatory within librarianship and its professoriate. Issues such as race, privilege, equity, and discrimination should not be invisible or "tiptoed around" (Homna, 2005) or diluted with less threatening terms (Peterson, 1995(Peterson, , 1996(Peterson, , 1999) in discussions about the future of the profession.…”

Section: Discussionmentioning

confidence: 99%

“…At times the term is simply empty and unfulfilling and has not earned its credibility. (p.195) As a long time LIS educator and University of Buffalo faculty member, Lorna Peterson (1999) has suggested that issues of diversity are often perceived as threatening by the majority in the field and are conflated with issues of race and racism. As related issues, they tend to inspire passionate responses and feelings of exclusion.…”

Section: Introductionmentioning

confidence: 99%

The Spectrum Doctoral Fellowship Program: Enhancing the LIS Professoriate

Cooke¹

2014

InterActions: UCLA Journal of Education and Information Studies

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The Definition of Diversity

Cited by 28 publications

References 0 publications

The validation of a diversity climate measurement instrument for the South African environment

The validation of a diversity climate measurement instrument for the South African environment

Conclusion: Diversity Intelligence as a Core of Diversity Training and Leadership Development

The Spectrum Doctoral Fellowship Program: Enhancing the LIS Professoriate

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