This dissertation examines how values held by Chief Executive Officers (CEOs) influence decision making and strategy in organizations. By integrating research from management and political psychology, this research explores if firm level diversity outcomes such as firm commitment to diversity, top management team (TMT) pay disparity, and firm performance are in part explained by the political ideology of CEOs. The study used empirical analysis of archival data for 182 CEOs in 182 Standard & Poor (S&P) companies from 2010 to 2015. The present study finds empirical support for the direct relationship between political ideology of CEOs and their firm commitment to diversity and firm performance, but not the mediating role of firm commitment to diversity on the relationship. Firms led by conservative CEOs are less likely to signal their commitment to diversity and CEO political ideology is a powerful consideration that influences firm performance regardless of commitment to diversity. This research also finds that firms led by conservatives experience higher pay disparity on their top management teams. Liberal CEOs tend to decrease the variation of compensation among their executives. In addition, the study demonstrates that conservative CEOs have less diversity on their top management teams when compared to liberal CEOs. This work hopes to add to our understanding of diversity management decision-making and strategy by looking at the role of political ideology and continue to add to an emerging literature.

Winner of the George R. Terry Book Award from Academy of Management and the Outstanding Academic Title Award from CHOICE Magazine Successful management of our increasingly diverse workforce is one of the most important challenges facing organizations today. In the Fourth Edition of her award-winning text, Managing Diversity, author Michàlle E. Mor Barak argues that inclusion is the key to unleashing the potential embedded in a multicultural workforce. This thoroughly updated new edition includes the latest research, statistics, policy, and case examples. A new chapter on inclusive leadership explores the diversity paradox and unpacks how leaders can leverage diversity to increase innovation and creativity for competitive advantage. A new chapter devoted to “Practical Steps for Creating an Inclusive Workplace” presents a four-stage intervention and implementation model with accompanying scales that can been used to assess inclusion in the workplace, making this the most practical edition ever.

Diversity management has recently attracted a lot of attention in both academia and practice. Globalization, migration, demographic changes, low fertility rates, a scarce pool of qualified labor, and women entering the workforce in large scales have led to an increasingly heterogeneous workforce in the past twenty years. In response to those ongoing changes, organizations have started to create work environments which address the needs and respond to the opportunities of a diverse workforce. The implementation of diversity policies and practices and the creation of an organizational culture that values heterogeneity have been the focus of recent organizational initiatives. This special issue aims at shedding light on some of open research questions by including both theoretical and empirical contributions.

How can you promote diversity in the workplace, tackle unconscious bias, and foster inclusive conversations? Employees around the world have been struggling and fighting for more diversity in the workplace. Whether the employees are people of color, women, or even members of the LGBTQIA+ community, inclusivity brings acceptance and support to everyone on the team. It brings an elevated level of respect and value to the team that will motivate and encourage your employees beyond your expectations. So, what exactly is workplace diversity -- and why is diversity good? It is the act of providing equal opportunities and equal rights for all your employees of various cultures and backgrounds. No gender bias, no race bias, no hidden sexism. Everyone has the right to work and to be. Diversity in the Workplace will take you on a journey of acceptance and inclusivity to bring a positive work environment to your employees. In fact, studies have shown that organizations with diverse teams are more likely to increase profits and productivity. Not only will diversity attract more people to work for you, but it gives your employees a place where they can be themselves. No one can work efficiently if they can't be 100% who they are. This is your chance to learn all about inclusive conversations and bring about a positive change in your managerial style. In Diversity in the Workplace, you will discover: What diversity looks like now and how you, as a leader, can help foster a more inclusive workplace The devastating fear of the unknown and why so many leaders are reluctant to change and evolve their managerial skills How to be an inclusive leader, and build trust and open-mindedness among your employees The 7 pillars of diversity from race to sexuality so you can fully understand how to embrace acceptance and tolerance Why inclusion matters -- and what you can do to cultivate an inclusive work space How to become a diverse leader to effectively manage and lead a diverse team Understanding bias and how to overcome its negative influence And much more. The fight for diversity has taken over every industry in the world. From academia to theater, engineering to finance, interior design to maintenance... leaders out there are changing their ways. Why? Because the world is changing and growing to be more diverse. Don't get left behind -- it's time you evolve with it. If you're ready to build a diverse and inclusive team on the basis of acceptance and respect, then scroll up and grab your copy right now.

This book brings together scholars who explore the evolving meanings of diversity and how these meanings present new challenges and considerations for collegiate leadership, management, and practice. The book offers empirical, scholarly, and personal space to interrogate the seemingly elusive but compelling challenges postsecondary institutions face in managing diversity. Book chapters are offered in a variety of voices - some detailing theoretical, conceptual, sociohistorical, and globalized meanings of diversity; some highlighting college personnel narratives around social justice and equity; and some illustrating identity politics and provocative topics among students, faculty, and staff that continue to present formidable challenges to collegiate equity agendas. The intent is to both question existing efforts to diversify and make inclusive collegiate contexts; to present new frameworks of thinking about diversity, equity, and inclusion; and to identify and detail policy and practice implications.

The award-winning Managing Diversity uses an interdisciplinary approach to provide students with an understanding of diversity from a global perspective.