HOW LEADERS CAN BECOME MORE COMMITTED TO DIVERSITY MANAGEMENT

被引：6

作者：

Hayes, Theodore L.

Oltman, Kathleen A. ^{[1
]}

Kaylor, Leah E. ^{[2
]}

Belgudri, Aishwarya ^{[3
]}

机构：

[1] Fed Bur Invest, Washington, DC USA

[2] St Louis Univ, Dept Psychol, St Louis, MO 63103 USA

[3] George Washington Univ, Dept Org Sci & Commun, Washington, DC 20052 USA

来源：

CONSULTING PSYCHOLOGY JOURNAL-PRACTICE AND RESEARCH | 2020年 / 72卷 / 04期

关键词：

diversity management; inclusion; climate; leadership; CLIMATE; BIAS; GENDER; RACE; MODEL; METAANALYSIS; PERSONALITY; DISPARITIES; COMPETENCE; DEMOGRAPHY;

D O I：

10.1037/cpb0000171

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

Initiatives for diversity and inclusion should promote the representation and involvement of all employees in the organization and should be primarily driven by management. However, a leader's commitment to diversity management cannot be assumed because some leaders are more committed than others. We explore commitment to diversity management for three entities: corporate boards, overall organizational culture, and among individual managers. Individual and group dynamics are explored within each level. We also explore commitment to diversity management among consulting psychologists and diverse managers. Finally, we identify actions a consulting psychologist could take to assess and improve managerial commitment to diversity.

引用

页码：247 / 262

页数：16

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