Why are Some Agencies Perceived as more Committed to Diversity than Others? An analysis of public-sector diversity climates

Zachary W. Oberfield

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Gender Diversity and Inequality Public Policy and Administration Research Job Satisfaction and Organizational Behavior

Abstract

Positive diversity climates are associated with an array of benefits for public organizations. However, it is not clear why some agencies are perceived as more committed to diversity than others. This paper hypothesizes about how group and management characteristics, social identities, and procedural justice may shape perceptions of diversity climate. It then tests these expectations using cross-sectional data drawn from the US federal workforce. It shows that employees’ social identities and perceptions of procedural justice were strong predictors of perceptions of diversity climate. There was less evidence that the representativeness of management and personnel diversity were related to diversity climate.

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1984Case Study Research: Design and Methods 2003Common method biases in behavioral research: A critical review of the literature and recommended remedies.1991Case Study Research: Design and Methods 2001Birds of a Feather: Homophily in Social Networks 1989Social Identity Theory and the Organization 1986Images of Organization 1989Social Identity Theory and the Organization 1972The attraction paradigm

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2016Examining the Relationships Between Diversity and Work Behaviors in U.S. Federal Agencies: Does Inclusive Management Make a Difference?2022Managerial Practice and Diversity Climate: The Roles of Workplace Voice, Centralization, and Teamwork 2017Reconstructing the Concept of Diversity Climate – A Critical Review of Its Definition, Dimensions, and Operationalization 2018Management Representativeness, Ethical Leadership, and Employee Job Satisfaction in the U.S. Federal Government 2019Gender, Race, and Diversity Values Among Local Government Leaders

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