Results of our analyses indicated that departments with a strong culture of Involvement were
also perceived as effectively managing workplace diversity by their employees. This was true
regardless of whether employees were from countries high in power distance or low in power
distance, individualistic or collectivistic. There are a few conclusions that we can draw from this
1. Involvement culture may be important for managing workplace diversity.
Having an organizational culture that encourages employee involvement and creates a sense of
ownership and responsibility appears to be important for the management of workplace
diversity. This suggests that a feeling that all employees are being developed and empowered
within the workplace, not just those employees who contribute to diversity, is needed for the
effective management of workplace diversity. Incorporating or considering the current
organizational culture when designing a diversity management program could be one avenue for
improving perceptions of diversity management by all employees and achieving the most
positive outcome for workplace diversity.
2. Organizational culture may be the key to uncovering positive effects of diversity on
Proponents of workplace diversity have long touted the benefits of group diversity for a number
of organizational outcomes however, the relationship has not been consistently found (e.g.,
Webber & Donahue, 2001). From a research perspective, the strong relationship that
Involvement had with perceptions of diversity management identifies organizational culture as a
potential moderator of the often elusive diversity-performance relationship. Organizational
culture has been shown to have consistent relationships with organizational performance. Our
research has found a relationship between organizational culture and firm performance (see
Research Note: Proving the Link) and organizational culture and customer...