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Demographic Dissimilarity and Workplace Inclusion

Author

Listed:
  • Lisa Hope Pelled
  • Gerald E. Ledford, Jr
  • Susan Albers Mohrman

Abstract

This study examined the relationship between individual demographic dissimilarity from co‐workers and three indicators of inclusion by an organization: decision‐making influence, access to sensitive information, and job security. Data from 345 individuals in eight work units showed that individual dissimilarity in race and gender were negatively associated with inclusion, and the effect of race dissimilarity was more pronounced for whites than for non‐whites. In contrast, individual dissimilarity in tenure and education level were positively associated with inclusion, and these effects were more pronounced for those with greater tenure and greater education, respectively. Overall, the results suggest that whether being different hinders or helps organizational inclusion may depend on whether that difference is visible and whether it reflects job expertise. Further, they suggest that, when being different is a hindrance, it may be hardest on those who have traditionally been the majority in organizations.

Suggested Citation

  • Lisa Hope Pelled & Gerald E. Ledford, Jr & Susan Albers Mohrman, 1999. "Demographic Dissimilarity and Workplace Inclusion," Journal of Management Studies, Wiley Blackwell, vol. 36(7), pages 1013-1031, December.
    • Handle: RePEc:bla:jomstd:v:36:y:1999:i:7:p:1013-1031
    DOI: 10.1111/1467-6486.00168
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    Citations

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    Cited by:

    1. Nair, Nisha & Vohra, Neharika, 2015. "Diversity and Inclusion at the Workplace: A Review of Research and Perspectives," IIMA Working Papers WP2015-03-34, Indian Institute of Management Ahmedabad, Research and Publication Department.
    2. Ranjita Islam & Erica French & Muhammad Ali, 2022. "Evaluating board diversity and its importance in the environmental and social performance of organizations," Corporate Social Responsibility and Environmental Management, John Wiley & Sons, vol. 29(5), pages 1134-1145, September.
    3. Romuald Grouille & Lauryane Tassigny, 2023. "La reconnaissance comme pratique effective d’inclusion intégration conceptuelle et proposition de modélisation »," Post-Print hal-04412980, HAL.
    4. Ji‐Hung Choi & Hannah Oh & John Bae & Sang‐Joon Kim, 2021. "Affirmative action and team performance: An agency theoretic perspective," Managerial and Decision Economics, John Wiley & Sons, Ltd., vol. 42(5), pages 1183-1193, July.
    5. Frances Bowen & Kate Blackmon, 2003. "Spirals of Silence: The Dynamic Effects of Diversity on Organizational Voice," Journal of Management Studies, Wiley Blackwell, vol. 40(6), pages 1393-1417, September.
    6. Evan, Tomáš & Holý, Vladimír, 2023. "Cultural diversity and its impact on governance," Socio-Economic Planning Sciences, Elsevier, vol. 89(C).
    7. Arti Maini & Sonali Heera, 2019. "Exploring Disability Inclusion in Organizations through Managerial Lens," Vision, , vol. 23(2), pages 144-151, June.
    8. Yuka Fujimoto & Ahmed Ferdous & Faisal Wali, 2023. "Integrative Resource Model of Workplace Inclusion for Reduced Inequality: Conservation of Resources Perspective," Journal of Business Ethics, Springer, vol. 187(2), pages 301-323, October.
    9. Jolanta Maj & Aneta Hamza-Orlinska, 2024. "Exploring Inclusion in the Remote Startup Landscape: A Case Study Analysis," Central European Business Review, Prague University of Economics and Business, vol. 2024(4), pages 1-19.
    10. Randel, Amy E. & Alexandra, Valerie, 2024. "From cultural intelligence to workgroup inclusion through synchrony preference and perceived workgroup similarity," Journal of World Business, Elsevier, vol. 59(1).
    11. Tarik Chakor, 2020. "L'activité de travail : grande oubliée de l'inclusion," Post-Print hal-03561889, HAL.
    12. Alon Lisak & Miriam Erez & Yang Sui & Cynthia Lee, 2016. "The positive role of global leaders in enhancing multicultural team innovation," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 47(6), pages 655-673, August.
    13. Farhat Haque & Anita Sarkar & Alok Raj & Prashant Kumar & Cyril R. H. Foropon, 2024. "Can Inclusive Leadership Foster Flexible Workplaces? A Comprehensive Review and Analysis," Global Journal of Flexible Systems Management, Springer;Global Institute of Flexible Systems Management, vol. 25(4), pages 647-704, December.
    14. Tom'av{s} Evan & Vladim'ir Hol'y, 2021. "Cultural Diversity and Its Impact on Governance," Papers 2112.11563, arXiv.org, revised May 2024.
    15. Fara Azmat & Yuka Fujimoto & Ruth Rentschler, 2015. "Exploring cultural inclusion: Perspectives from a community arts organisation," Australian Journal of Management, Australian School of Business, vol. 40(2), pages 375-396, May.
    16. Yingyan Wang, 2018. "Commitment to sustainable development: Exploring the factors affecting employee attitudes towards corporate social responsibility‐oriented management," Corporate Social Responsibility and Environmental Management, John Wiley & Sons, vol. 25(6), pages 1284-1292, November.
    17. Marko Reimer & Sebastiaan Doorn & Mariano L. M. Heyden, 2018. "Unpacking Functional Experience Complementarities in Senior Leaders’ Influences on CSR Strategy: A CEO–Top Management Team Approach," Journal of Business Ethics, Springer, vol. 151(4), pages 977-995, September.
    18. Conxita FOLGUERA‐I‐BELLMUNT & Xavier FERNÁNDEZ‐I‐MARÍN & Joan Manuel BATISTA‐FOGUET, 2018. "Measuring the impact of an organizational inclusion programme on absence among employees with disabilities: A quasi‐experimental design," International Labour Review, International Labour Organization, vol. 157(4), pages 651-669, December.

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