When surface and deep-level diversity collide: The effects on dissenting group members

By Katherine W. Phillips, Denise Lewin Loyd. 2006

325 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6ffd1ac321f1b78d1950fdfd6dbef38ebb4ee3e0

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Citations in the corpus

College Sophomores in the Laboratory Redux: Influences of a Narrow Data Base on Social Psychology's View of the Nature of Prejudice (2008, background): “For example, ethnic diversity can lead to better performance on a task, better feelings about the process, and more discussion about the performance, in simulated work group environments ( K. W. Phillips, 2003 ; K.”
Surface- and deep-level dissimilarity effects on social integration and individual effectiveness related outcomes in work groups: a meta-analytic integration (2012, methodology): “In line with previous taxonomies used to classify diversity characteristics, we distinguish between actual surface- and deep-level forms of dissimilarity (see e.g., Harrison, Price, & Bell, 1998; Harrison, Price, Gavin, & Florey, 2002; Phillips & Lloyd, 2006; Riordan, 2000).”
The faultline activation process and the effects of activated faultlines on coalition formation, conflict, and group outcomes (2010, unknown): “…in the empirical work on surface- and deep-level diversity (Cunningham, 2007; Harrison, Price, & Bell, 1998; Harrison, Price, Gavin, & Florey, 2002; Phillips & Loyd, 2006; Phillips, Northcraft, & Neale, 2006), mentoring relationships (e.g., Lankau, Riordan, & Thomas, 2005), value and goal…”
A different perspective: The multiple effects of deep level diversity on group creativity (2013, background): “Evidence suggests that diversity in underlying perspectives (that is, deep level diversity; Harrison, Price, & Bell, 1998; Phillips & Loyd, 2006), creates individual and group processes associated with divergent thinking (Milliken, Bartel, & Kurtzberg, 2003; Nemeth, 1986; Pelled, 1996).”
A Dynamic Perspective on Diverse Teams: Moving from the Dual-Process Model to a Dynamic Coordination-based Model of Diverse Team Performance (2016, background): “Therefore, diversity can be managed by composing teams around deep-level, rather than surface-level, diversity (Phillips & Loyd, 2006; Shin, Kim, Lee, & Bian, 2012).”
Does Female Representation in Top Management Improve Firm Performance? A Panel Data Investigation (2012, background): “…that informational differences may be present and legitimize the expression of divergent perspectives among the male majority even if the surface-level diversity is not, in fact, associated with greater information diversity (Phillips, Liljenquist, and Neale, 2009; Phillips and Loyd, 2006).”
Innovating at Cultural Crossroads: How Multicultural Social Networks Promote Idea Flow and Creativity (2018, background): “Surface-level demographic differences, such as nationality or ethnic background, correspond to deeper differences in people’s knowledge of the world (Chua, Morris, & Mor, 2012; Phillips & Loyd, 2006).”
Go (Con)figure: Subgroups, Imbalance, and Isolates in Geographically Dispersed Teams (2009, unknown): “This intra-subgroup competition occurs due to those minority members perceiving an advantage in being solo (Kanter 1977a) and trying to distance themselves from other minority members to avoid being categorized by the majority (Phillips and Loyd 2006).”
Past, present, and potential future of team diversity research: From compositional diversity to emergent diversity (2016, background): “For example, research by Phillips and Lloyd (2006) suggests that demographic differences may alert teams to underlying knowledge differences within the team.”
Surface-Level Diversity and Decision-Making in Groups: When Does Deep-Level Similarity Help? (2006, unknown): “Phillips and Loyd (2006) found that dis-senting members of the social majority voiced themselves more persistently and conﬁdently when there was diversity present than when there was not.”
Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures (2017, background): “Within the relational approach, studies have examined the consequences of surface-level and deep-level diversity, a common distinction in the diversity literature (e.g., Harrison, Price, & Bell, 1998; Harrison et al., 2002; Phillips & Loyd, 2006).”
Race and the decision making of juries (2007, background): “…literature on diversity and group performance, researchers have expertise, attitudes and values of individual group members – and surface-level diversity – demographics and social category membership (Harrison, Price, & Bell, 1998; Phillips & Loyd, 2006; Phillips, Northcraft, & Neale, 2006).”