ABSTRACT
Today, diversity represents one of the core values around which corporations aim to operate internally, when they engage with employees and shareholders, and externally, as they develop relationships with (potential) consumers, journalists, activist groups, and governments. In addition to embracing diversity out of litigation concerns, companies realized that its enactment contributes to the bottom line by fostering a variety of perspectives that positively impacts product quality and decision-making, helps to reduce turnover, and above all, creates competitive advantage, as minority members reach out to their own communities to create successful products and services (Gallant & Krone, 2013; Mazzei & Ravazzani, 2008; Okoro & Washington, 2012; Roberge et al., 2011). Moreover, corporations determined that inclusive organizational cultures can help them recruit from “the global talent pool” (Point & Singh, 2003, p. 75; Swanson, 2002).
