Call for Papers: Understanding Diversity Dynamics in Systems

Alderfer C. P. Smith K. K. (1982). Studying intergroup relations embedded in organizations. Administrative Science Quarterly, 27, 35-65.

Block C. J. (2014). The impact of color-blind racial ideology on maintaining racial disparities in organizations. In Neville H. A. Gallardo M. E. Sue D. W. (Eds.), What does it mean to be color-blind? Manifestation, dynamics, and impact (pp. 263-286). Washington, DC: American Psychological Association.

Catalyst. (2014). Women CEOs of the Fortune 1000 list. Retrieved from http://www.catalyst.org/knowledge/women-ceos-fortune-1000

Church A. H. Rotolo C. T. Shull A. C. Tuller M. D. (2014). Inclusive organization development: An integration of two disciplines. In Ferdman B. M. Deane B. R. (Eds.), Diversity at work: The practice of inclusion (pp. 260-295). San Francisco, CA: Jossey-Bass.

DiTomaso N. (2010). A sociocultural framework on diversity requires structure as well as culture and social psychology. Psychological Inquiry, 21, 100-107.

Diversity Inc. (2014). Where’s the diversity in Fortune 500 CEOs. Retrieved from http://www.diversityinc.com/diversity-facts/wheres-the-diversity-in-fortune-500-ceos/

Eagly A. H. Johannesen-Schmidt M. C. van Engen M. (2003). Transformational, transactional, and laissez-faire leadership styles: A meta-analysis comparing women and men. Psychological Bulletin, 95, 569-591.

Ferdman B. M. (2014). The practice of inclusion in diverse organizations: Toward a systemic and inclusive framework. In Ferdman B. M. Deane B. R. (Eds.), Diversity at work: The practice of inclusion (pp. 3-54). San Francisco, CA: Jossey-Bass.

Gonzalez J. A. (2010). Diversity change in organizations: A systemic, multilevel, and non-linear process. Journal of Applied Behavioral Science, 46, 197-219.

Heilman M. E. (2012). Gender stereotypes and workplace bias. Research in Organizational Behavior, 32, 113-135.

Hirschhorn L. (1988). The workplace within: Psychodynamics of organizational life. Cambridge: MIT Press.

Ibarra H. Ely R. Kolb D. (2013). Women rising: The unseen barriers. Harvard Business Review, 91(9), 60-66.

Jaques E. (1955). Social system as a defence against persecutory and depressive anxiety. In Klein M. Hermann P. Money-Kyrle R. (Eds.), New directions in psycho-analysis (pp. 278-298). London, England: Tavistock.

Kalev A. Dobbin F. Kelly E. (2006). Best practices or best guesses? Assessing the efficacy of corporate affirmative action and diversity policies. American Sociological Review, 71, 589-617.

Noumair D. A. (2004). Diversity and authority conferences as a social defence. In Gould L. Stapley L. F. Stein M. (Eds.), Experiential learning in organizations: Applications of the Tavistock group relations approach (pp. 63-84). London, England: Karnac.

Rainey M. (2010, November 30). Corporate diversity training: Success or failure? Insight into Diversity. Retrieved from http://www.insightintodiversity.com/workplace/corporate-diversity-training-success-of-failure-by-michael-rainey

Roberson L. Block C. J. (2001). Explaining racioethnic group differences in performance and related outcomes: A review of theoretical perspectives. Research in Organizational Behavior, 23, 247-325.

Roberson L. Kulik C. T. Tan R. Y. (2013). Effective diversity training. In Roberson Q. M. (Ed.), The Oxford handbook of diversity and work (pp. 341-365). New York, NY: Oxford University Press.