Diversity Ideologies in Organizations

Since the increased attention toward diversity in the workplace, the concepts of "diversity initiatives" and "diversity management" have become a common place in many conversations among academics and practitioners alike. The diversity movement in the workplace originated from the increased avocation for equal treatment of minority groups due to the dynamic composition of the modern workforce. Many organizations were forced to face these changes and the dilemma of how to respond to group differences to maintain and/or increase organization effectiveness and productivity. This volume will present new research on the colorblindness versus multiculturalism debate, assist in broadening the diversity ideology conversation, share this conversation across social science domains including industrial/organizational psychology, social psychology, and law and public policy, and highlight how the nature of diversity ideology may be fluid and therefore be different depending on the diversity dimension discussed.

Kecia M. Thomas is Professor of Industrial/Organizational (I/O) Psychology at the University of Georgia and the founding director of the Center for Research and Engagement in Diversity (RED). She also serves as the Interim Associate Dean and the Senior Advisor to the Dean of the Franklin College of Arts and Sciences at the University of Georgia on matters related to inclusion and diversity leadership. Victoria C. Plaut, a social and cultural psychologist, is Professor of Law and Social Science at UC Berkeley School of Law and a Faculty Affiliate in the psychology department at Berkeley. Ny Mia Tran is currently a doctoral student in the Industrial/Organizational Psychology program at the University of Georgia. She received her B.S. in Psychology and Business Management from Georgia Southern University in 2007 and her M.S. from the University of Georgia in I/O Psychology in 2010.

1. Diversity ideologies in organizations: An introduction V. Plaut, K.Thomas, N.M. Tran, C.M. Bazemore 2. Negotiating space, finding your place: Reconciling identity management and coping strategies with diversity ideology C.D. Johnson, H.A. Haynes, A. Holyfield, H.Foster 3. Racial identity denial and its discontents: Implications for individuals and organizations. M.J. Goren, V.C. Plaut 4.Color Minimization: The theory and practice of addressing race and ethnicity at work E.Foldy, T.Buckley 5.Organizational and individual colorblindness approaches to past injustice R. Ditlmann, E.W.Mayville, and V.Purdie-Vaughns 6. Occupational sex segregation: Disciplinary and ideological approaches to understanding women's and men's employment patterns P.Stockdale, J.Nadler 7. To be or not to be; and to see or not to see: The benefits of LGBT identity consciousness for organizations and employees Michelle R. Hebl, Larry R. Martinez, Jeanine L. Skorinko, Laura G. Barron, and Eden B. King 8.Diversity Ideologies in the US military C.S. Carbone, K.M. Parks, D.P. McDonald 9. The intersection of organizational and individual diversity ideology on diverse employees' perceptions of inclusion and organizational justice N. M.Tran, K.M. Thomas, and K.E. George 10. Diverse and united at the same time: Social psychological recommendations for a diverse workplace A. Hahn, A. Nunez, B.Park, C.M. Judd 11. The "business case" for diversity may not by itself make the strongest case for diversity: What a profit-maximizing rationale for affirmative action ignores & why it matters. M.M. Unzueta, E.D. Knowles 12. Multiculturalism at work: Examples from the UK and Germany J. Vassilopoulou, K. Jonson, M. Ozbilgin, A. Tatli 13. Diversity ideologies: The case of South Africa S. Nkomo