Diversity at Work: Diversity initiative effectiveness: What organizations can (and cannot) expect from diversity recruitment, diversity training, and formal mentoring programs

By Carol T. Kulik, Loriann Roberson. 2008

104 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/a4196b960098d82232a05d9053d224619a689e04

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In Gender Studies

In Organizational Behavior and Human Resource Management

Citations in the corpus

MANAGING DIVERSITY: HOW ORGANIZATIONAL EFFORTS TO SUPPORT DIVERSITY MODERATE THE EFFECTS OF PERCEIVED RACIAL DISCRIMINATION ON AFFECTIVE COMMITMENT (2010, background): “…has been conducted on the effects of organizational diversity on various individual and organizational performance indicators (Kochan et al., 2003; Kulik & Roberson, 2008), the efficacy of various diversity management programs (e.g., Kalev, Dobbin, & Kelly, 2006), and the impact of employee…”
Mixed Signals: The Unintended Effects of Diversity Initiatives (2019, unknown): “…reviews and a meta-analysis, based primarily on data from the United States (Bezrukova, Jehn, & Spell, 2012; Bezrukova, Spell, Perry, & Jehn, 2016; Kulik & Roberson, 2008a, 2008b), conclude that diversity training can have positive effects on immediate attitudes toward diversity and knowledge…”
Examining the Draw of Diversity: How Diversity Climate Perceptions Affect Job‐Pursuit Intentions (2013, unknown): “…a third of female and racioethnic minority job seekers have eliminated a prospective employer from further consideration due to insufficient diversity. is the role played by diversity perceptions during recruitment processes (Avery & McKay, 2006; Kulik & Roberson, 2008; Ployhart, 2006).”
Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research (2018, result): “The lack of integration and presence of mixed results provides an opportunity to fill an important gap in the literature that would help to advance progress in this area for both researchers and practitioners alike (Kulik & Roberson, 2008).”