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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.
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.
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