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How to Break the Cycle of Low Workforce Diversity: A Model for Change

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  • Katherine R O’Brien
  • Marten Scheffer
  • Egbert H van Nes
  • Romy van der Lee

Abstract

Social justice concerns but also perceived business advantage are behind a widespread drive to increase workplace diversity. However, dominance in terms of ethnicity, gender or other aspects of diversity has been resistant to change in many sectors. The different factors which contribute to low diversity are often hotly contested and difficult to untangle. We propose that many of the barriers to change arise from self-reinforcing feedbacks between low group diversity and inclusivity. Using a dynamic model, we demonstrate how bias in employee appointment and departure can trap organizations in a state with much lower diversity than the applicant pool: a workforce diversity “poverty trap”. Our results also illustrate that if turnover rate is low, employee diversity takes a very long time to change, even in the absence of any bias. The predicted rate of change in workforce composition depends on the rate at which employees enter and leave the organization, and on three measures of inclusion: applicant diversity, appointment bias and departure bias. Quantifying these three inclusion measures is the basis of a new, practical framework to identify barriers and opportunities to increasing workforce diversity. Because we used a systems approach to investigate underlying feedback mechanisms rather than context-specific causes of low workforce diversity, our results are applicable across a wide range of settings.

Suggested Citation

  • Katherine R O’Brien & Marten Scheffer & Egbert H van Nes & Romy van der Lee, 2015. "How to Break the Cycle of Low Workforce Diversity: A Model for Change," PLOS ONE, Public Library of Science, vol. 10(7), pages 1-15, July.
  • Handle: RePEc:plo:pone00:0133208
    DOI: 10.1371/journal.pone.0133208
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    References listed on IDEAS

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    1. Jonathan S. Leonard & David I. Levine, 2006. "The Effect of Diversity on Turnover: A Large Case Study," ILR Review, Cornell University, ILR School, vol. 59(4), pages 547-572, July.
    2. Douglas Hilton, 2013. "Australian science needs more female fellows," Nature, Nature, vol. 497(7447), pages 7-7, May.
    3. Sherry M.B. Thatcher & Karen A. Jehn & Elaine Zanutto, 2003. "Cracks in Diversity Research: The Effects of Diversity Faultlines on Conflict and Performance," Group Decision and Negotiation, Springer, vol. 12(3), pages 217-241, May.
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    Cited by:

    1. Payam Aminpour & Heike Schwermer & Steven Gray, 2021. "Do social identity and cognitive diversity correlate in environmental stakeholders? A novel approach to measuring cognitive distance within and between groups," PLOS ONE, Public Library of Science, vol. 16(11), pages 1-18, November.

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