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.

chapter |17 pages

Diversity Ideologies in Organizations

An Introduction
ByVictoria C. Plaut, Kecia M. Thomas, Ny Mia Tran, Cori M. Bazemore

chapter |23 pages

Negotiating Space, Finding Your Place

Reconciling Identity Management and Coping Strategies with Diversity Ideology
ByC. Douglas Johnson, Holly A. Haynes, Andrea Holyfield, Heather Foster

chapter |24 pages

Racial Identity Denial and its Discontents

Implications for Individuals and Organizations
ByMatt J. Goren, Victoria C. Plaut

chapter |26 pages

Color Minimization

The Theory and Practice of Addressing Race and Ethnicity at Work
ByErica Gabrielle Foldy, Tamara R. Buckley

chapter |25 pages

Organizational and Individual Colorblindness Approaches to Past Injustice

ByRuth K. Ditlmann, Elena Wright Mayville, Valerie Purdie-Vaughns

chapter |31 pages

Occupational Sex Segregation

Disciplinary and Ideological Approaches to Understanding Women's and Men's Employment Patterns 1
ByMargaret S. Stockdale, Joel T. Nadler

chapter |26 pages

To Be or Not to Be; and to See or Not to See

The Benefits of LGBT Identity Consciousness for Organizations and Employees
ByMichelle R. Hebl, Larry R. Martinez, Jeanine L. Skorinko, Laura G. Barron, Eden B. King

chapter |28 pages

Diversity Ideologies in the U.S. Military

ByChristina Stevens Carbone, Kizzy M. Parks, Daniel P. McDonald

chapter |23 pages

Diverse and United at the Same Time

Social Psychological Recommendations for a Diverse Workplace
ByAdam Hahn, Ana P. Nunes, Bernadette Park, Charles M. Judd

chapter |11 pages

The “Business Case” for Diversity May Not by Itself Make the Strongest Case for Diversity

What a Profit-Maximizing Rationale for Affirmative Action Ignores and Why It Matters
ByMiguel M. Unzueta, Eric D. Knowles

chapter |11 pages

Multiculturalism at Work

Examples from the UK and Germany
ByJoana Vassilopoulou, Karsten Jonsen, Mustafa Özbilgin, Ahu Tatli

chapter |12 pages

Diversity Ideologies

The Case of South Africa
ByStella M. Nkomo