Establishing a Diversity Program is Not Enough: Exploring the Determinants of Diversity Climate

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Hotel managers’ perceived diversity climate and job satisfaction: The mediating effects of role ambiguity and conflict (2013, unknown): “While exploring the perceptions of hotel managers and employees, Herdman and McMillan-Capehart (2010) found a positive relationship between diversity initiatives and higher levels of perceived diversity climate.”
Stereotype Threat in Organizations: Implications for Equity and Performance (2015, background): “In the organizational literature, positive climates for diversity or inclusive workplace climates (Herdman & McMillan-Capehart 2010, McKay et al. 2007) would be considered identity safe.”
Multicultural Employees: A Framework for Understanding How They Contribute to Organizations (2013, background): “A recent study of 3578 employees indicated that the mere presence of diversity programs and initiatives was not enough to develop an organizational culture supportive of multiculturalism (Herdman & McMillan-Capehart, 2010).”
Cracking but not Breaking: Joint Effects of Faultline Strength and Diversity Climate on Loyal Behavior (2015, background): “In addition, senior management’s attention to values and beliefs regarding diversity may promote and support a positive diversity climate (Herdman & McMillan-Capehart, 2010).”