ABSTRACT
This chapter considers the connection between interests and diversity. It focuses on how interests affect the demographic diversity of those in occupations and organizations, where that may be problematic, and the efficacy of efforts to change demographic composition. Diversity has most often been conceptualized and operationalized via a compositional approach, that is, the proportions of certain groups within a unit. Work groups may be relatively homogeneous in interests or varied. Interest diversity that creates separation may have positive or negative effects depending on factors like task interdependence, conflict resolution processes, and how separation is managed by team leaders. Researchers must specify whether the questions of focus relate to diversity in interests as a source of variety, separation, or disparity and ensure that the appropriate operationalization of diversity be used. Another practical implication would be the already popular notion of changing diversity of those in the field by changing interests.
