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Can we take the guesswork out of diversity practice selection?
The article by David A. Kravitz examines the effectiveness of diversity practices in organizations, highlighting the lack of empirical evidence supporting many commonly recommended "best practices." Drawing on research by Kalev, Dobbin, and Kelly (2006), the study categorizes diversity practices into three theoretical frameworks: institutional theory (e.g., affirmative action plans, diversity committees), social network analysis (e.g., mentoring programs), and social psychological theory (e.g., diversity training). The findings reveal that institutional practices, such as creating diversity staff and committees, are most effective in improving workforce diversity, particularly for White women and Black men. In contrast, diversity training shows mixed or negative results, especially for Black women. The article also touches on gender dynamics in work-family balance, noting persistent "gender traditionalism" in how family responsibilities are prioritized. The study underscores the need for more rigorous research to guide diversity initiatives and recommends targeted recruitment and work-family accommodations as evidence-based strategies.
Ketersediaan
| Call Number | Location | Available |
|---|---|---|
| AMP2102 | PSB lt.dasar - Pascasarjana | 1 |
| Penerbit | Briarcliff Manor, NY: Academy of Management 2007 |
|---|---|
| Edisi | Vol. 21, No. 2, May, 2007 |
| Subjek | Institutional Theory Social Network Analysis Diversity training diversity practices social psychological theory Affirmative Action Plan (AAP) gender traditionalism |
| ISBN/ISSN | 15589080 |
| Klasifikasi | NONE |
| Deskripsi Fisik | 2 p. |
| Info Detail Spesifik | Academy of Management Perspectives |
| Other Version/Related | Tidak tersedia versi lain |
| Lampiran Berkas |