Individual value structure and diversity attitudes: The moderating effects of age, gender, race, and religiosity

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A Twenty-First Century Assessment of Values Across the Global Workforce (2011, background): “2002), diversity attitudes (Feather 2004; Sawyerr et al. 2005), and gender differences (Prince-Gibson and Schwartz 1998; Schwartz and Rubel 2005).”
Diversity in organizations: Where are we now and where are we going? (2009, background): “In particular, research based on theoretical perspectives, like structural hole theory (e.g., Balkundi et al., 2006) and Schwartz's value framework (e.g., Sawyerr et al., 2005) that focus on neutral or positive predictions, would be a valuable addition to the literature on gender in organizations.”
CEO Leadership Styles and the Implementation of Organizational Diversity Practices: Moderating Effects of Social Values and Age (2012, background): “For example, younger managers may be more inclined to hold positive attitudes toward diversity due to their socialization in an era that is more tolerant of diversity than in previous generations (Ng and Wiesner 2007; Sawyerr et al. 2005; Schwartz 1992).”