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Diversity Identity Management: An Organizational Perspective

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  • Brooklyn Cole
  • Manjula Salimath

Abstract

Organizations are faced with the challenge of responding to increasing pressures to promote diversity in various ways. We draw attention to one possible proactive organizational response—the incorporation of diversity in organizational identity. This initial response necessarily evokes subsequent tasks of managing the changed identity. Therefore, this article also addresses the management of diversity identity within organizations, and relevant organizational outcomes. Our theoretical model is grounded in institutional theory, and we propose that the management of diversity identity can impact both perceptions of legitimacy as well as diversity identity. Adequate, inadequate, and optimal management of diversity identity have differential effects on legitimacy and diversity identity. We contribute to the literature by a) unbundling initial and later firm responses to promoting diversity at the organizational level, and b) offering a more nuanced understanding of the complexities of managing diversity identity within organizations. Copyright Springer Science+Business Media B.V. 2013

Suggested Citation

  • Brooklyn Cole & Manjula Salimath, 2013. "Diversity Identity Management: An Organizational Perspective," Journal of Business Ethics, Springer, vol. 116(1), pages 151-161, August.
    • Handle: RePEc:kap:jbuset:v:116:y:2013:i:1:p:151-161
    DOI: 10.1007/s10551-012-1466-4
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    References listed on IDEAS

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    Cited by:

    1. Claudia Toma & Rik Janssens & Valérie De Cock, 2023. "Diversity Decoupling in Top European Corporations: Myth or Fact?," Working Papers CEB 23-005, ULB -- Universite Libre de Bruxelles.
    2. Elshandidy, Tamer & Bamber, Matthew & Omara, Hossam, 2024. "Across the faultlines: A multi-dimensional index to measure and assess board diversity," International Review of Financial Analysis, Elsevier, vol. 93(C).
    3. Silvia Platania & Martina Morando & Giuseppe Santisi, 2022. "Organisational Climate, Diversity Climate and Job Dissatisfaction: A Multi-Group Analysis of High and Low Cynicism," Sustainability, MDPI, vol. 14(8), pages 1-19, April.
    4. Michalis Skordoulis & Olga Patsatzi & Stavros Kalogiannidis & Christina Patitsa & Aristidis Papagrigoriou, 2024. "Strategic Management of Multiculturalism for Social Sustainability in Hospitality Services: The Case of Hotels in Athens," Tourism and Hospitality, MDPI, vol. 5(4), pages 1-19, October.
    5. Kyunga Na & Kwangsoo Shin, 2019. "The Gender Effect on a Firm’s Innovative Activities in the Emerging Economies," Sustainability, MDPI, vol. 11(7), pages 1-24, April.
    6. Anderson-Gough, Fiona & Edgley, Carla & Robson, Keith & Sharma, Nina, 2022. "Organizational responses to multiple logics: Diversity, identity and the professional service firm," Accounting, Organizations and Society, Elsevier, vol. 103(C).
    7. Vasconcelos Anselmo Ferreira, 2017. "Organizational Diversity Commitment: A Web-Based Investigation," Management & Marketing, Sciendo, vol. 12(3), pages 474-499, September.
    8. Mehta, Nikhil & Mehta, Anju & Hassan, Yusuf & Buttner, Holly & RoyChowdhury, Sanchita, 2021. "Choices in CDO appointment and firm performance: Moving towards a Stakeholder-based approach," Journal of Business Research, Elsevier, vol. 134(C), pages 233-251.
    9. Hoch, Felix & Seyberth, Lilo, 2021. "How institutions moderate the effect of gender diversity on firm performance," Discussion Papers of the Institute for Organisational Economics 11/2021, University of Münster, Institute for Organisational Economics.
    10. Shalini Garg & Snehlata Sangwan, 2021. "Literature Review on Diversity and Inclusion at Workplace, 2010–2017," Vision, , vol. 25(1), pages 12-22, March.

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