Can workplaces foster an openness to diversity surreptitiously
Bibliographic Data
| ID | 6058201 |
|---|---|
| Authors | Scott Mo (0000-0002-6172-0496, Charles Darwin University), Gretchen Ennis (0000-0003-3014-2870, Charles Darwin University), Kerstin K Zander (0000-0002-2237-1801, Charles Darwin University), Kerstin Z Zander, Timothy Bartram (0000-0003-4496-7048, La Trobe University), Darren Hedley (0000-0002-6256-7104, La Trobe University) |
| Year | 2018 |
| Volume | 37 |
| Issue | 8 |
| Pages | 750-762 |
| Publication date | 2018-11-20 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Equal Opportunities International (JOURNAL) |
| Journal identifiers | ISSN: 1758-7093 • E-ISSN: 2040-7149 |
| Publisher | Emerald (PUBLISHER) |
| DOI | 10.1108/edi-11-2017-0260 |
| OpenAlex | W2896578038 |
| Language | EN |
| Citations received | 2 |
| References cited | 38 |
Purpose To enhance their innovation and reputation, many organizations introduce programs that are intended to attract, retain and support diverse communities. Yet, these programs are often unsuccessful, partly because explicit references to diversity tend to evoke defensive reactions in employees from the dominant culture. To circumvent this problem, the purpose of this paper is to explore the hypothesis that individuals tend to be more receptive to diversity whenever they experience meaning in life. Furthermore, four workplace characteristics – informational justice, a manageable workload, equality in status and a compelling vision of the future – should foster this meaning in life. Design/methodology/approach To assess these possibilities, 177 employees completed a survey that assessed workplace practices, meaning in life and openness to diversity. Findings The results showed that informational justice, a manageable workload and a compelling vision were positively associated with openness to other cultures, constituencies and perspectives, and these relationships were partly or wholly mediated by meaning in life. Originality/value These findings imply that leaders might be able to foster an openness to diversity, but without explicit references to this diversity, circumventing the likelihood of defensive reactions. Specifically, a program that simultaneously encourages transparent communication, diminishes workload and clarifies the vision or aspirations of the future may represent an inexpensive but powerful means to foster an openness to diversity
Creativity · Economic Justice · Economics · Management · Openness to experience · Originality · Political science · Public relations · Reputation · Social science · Sociology · Workload · Computer Science · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Law · Psychology · Social Psychology · Work-Family Balance Challenges
Motivated closing of the mind
Income Inequality and Status Seeking
The Meaning Maintenance Model
On the dimensionality of organizational justice
Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models
Implicit Self-Theories in the Academic Domain
Thinking Clearly Versus Frequently About the Future Self
Interactional Justice and Counterproductive Work Behaviors
Predicting student attitudes about racial diversity and gender equity
Factor Structure and Short Form of the Miville-Guzman Universality-Diversity Scale
The Impact of Gender on the Review of the Curricula Vitae of Job Applicants and Tenure Candidates
Some Personality Predictors of Tolerance to Human Diversity
Implicit ambivalence from attitude change
On becoming ready to pursue a goal you don't know you have
Influences on Students' Openness to Diversity and Challenge in the First Year of College
Probability as a psychological distance
Turn-frogs and careful-sweaters
Members of high-status groups are threatened by pro-diversity organizational messages
Harnessing demographic differences in organizations
The meaning in life questionnaire
Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies
Anti-Discrimination law in Great Britain
Race and Unemployment Amidst the New Diversity
| Unique citing works | 2 |
|---|---|
| Citations per year | 0,5 |
| Citation span | 2022 - 2023 (2) |
| Citation velocity | historical |
| Highly cited | No |
| Citation types | Neutral: 2 |