The effects of diversity on business performance: Report of the diversity research network

By Thomas A. Kochan, Katerina Bezrukova, R. Ely, S. Jackson, Aparna Joshi, Karen A. Jehn, Jonathan S. Leonard, D. Levine, David A. Thomas. 2003

1,164 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Public Administration

View Paper: https://www.semanticscholar.org/paper/3655512037347d8c89beb97c02e84c129e20389f

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

In Organizational Behavior and Human Resource Management

In Public Administration

Citations in the corpus

Do Women in Top Management Affect Firm Performance? A Panel Study of 2500 Danish Firms (2006, neutral): “Kochan et al. (2003) also find no positive relations between gender diversity in management and firm performance for US companies.”
CEO Leadership Styles and the Implementation of Organizational Diversity Practices: Moderating Effects of Social Values and Age (2012, background): “Although comparable to that of other field studies involving surveys of senior executives (Judge and Dobbins 1995; Westphal 1999), our response rate indicates that results should be interpreted with caution.”
THE DIVERSITY–VALIDITY DILEMMA: BEYOND SELECTION—THE ROLE OF AFFIRMATIVE ACTION (2008, background): “Nevertheless, two overriding points are that organizational leaders must provide strong, visible, ongoing support (Rynes & Rosen, 1995) and that development of an appropriate culture is essential (Cox, 1993; Kochan et al., 2003).”
The Psychological Benefits of Creating an Affirming Climate for Workplace Diversity (2013, background): “, the proportion of various racial and gender demographic groups represented in the organization) and objective business performance measures indicating financial performance (Dwyer, Richard, & Chadwick, 2003; Kochan et al., 2003; Richard, Murthi, & Ismail, 2007).”
Diversity in social context: a multi-attribute, multilevel analysis of team diversity and sales performance (2004, methodology): “Our research was conducted in conjunction with the Diversity Research Network (DRN), which is a consortium of researchers who adopted a common framework for investigating the effects of team diversity in several large U.S. companies (see Kochan et al., 2003, for details).”
Age Structure of the Workforce and Firm Performance (2008, positive): “It is argued that the conjunction of employees with divergent backgrounds (mainly race and gender are discussed next to age) can act as a strategic resource for firms (see e.g. Ely & Thomas, 2001, and Kochan et al., 2003).”
Institutional theory and the cross-national transfer of employment policy: the case of ‘workforce diversity’ in US multinationals (2005, background): “However, the evidence is far from conclusive on the link between diversity and business performance (Jehn et al., 1999; Kochan et al., 2003).”
Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies (2006, background): “Moreover, critics argue that trainers define diversity broadly to include groups not covered by federal civil rights law (parents, smokers), and thereby draw attention away from protected groups (Edelman, Fuller, and Mara-Drita 2001; Kochan et al. 2003; Konrad and Linnehan 1995).”