Diversity Ideologies,Beliefs,and Climates: A Review,Integration,and Set of Recommendations

Abstract

Initiatives aimed at fostering diversity in organizations have become an increasingly common means for combatting inequality among demographic groups. There is growing recognition that the success of diversity initiatives is a function of not only the relatively concrete policies they include but also less visible factors, such as the diversity cognitions held by organizational members. Diversity cognitions—and particularly beliefs regarding how to approach diversity and its effects—have received significant scholarly attention and a variety of literatures conclude they are invisible, yet powerful, drivers of diversity, inclusion, and other desirable workplace outcomes. Nevertheless, different diversity cognitions are often studied in isolation of one another, which prevents a full understanding of their nature and outcomes. We review and integrate research on different cognitions regarding how to approach diversity and its effects, with the goal of identifying synergistic opportunities for guiding future research. To this end, we focus on three diversity cognitions: diversity ideologies, diversity beliefs, and diversity climates. We review similarities and differences in how these constructs are conceptualized and studied, as well as in their nomological networks of outcomes and antecedents. We then use our review to identify gaps in current understanding and generate recommendations for guiding future work. Our recommendations focus on enhanced construct clarity, nuance with regard to dimensionality, and understanding of outcomes and antecedents. Deeper understanding of beliefs regarding how to approach diversity and its effects is likely to provide new insight into strategies for fostering workplace diversity and inclusion and thereby help combat inequality.