Understanding reactions to diversity initiatives in organizations: An intergroup perspective. (2004–2006)
Current policy and legislation promote diversity in organizations however employees often react negatively to diversity initiatives that assist specific groups (e.g. women). Explanations attributing negativity to individual factors (e.g. self interest) or to broad organizational culture are limited. Diversity initiatives highlight differences between the beneficiary and non-beneficiary group(s) and a comprehensive model should incorporate an intergroup perspective. It should also recognise the legitimising role of justice-based concerns. In testing such a model this project will contribute to theories of intergroup relations and their interplay with social policy and to the development of strategies to manage workplace diversity.