The Link Between Diversity and Equality Management Practice Bundles and Racial Diversity in the Managerial Ranks: Does Firm Size Matter?

Abstract

Invoking strategic human resource management (SHRM) theory and tenets of the resource‐based view of the firm, we explore how two bundles of diversity and equality management (DEM) practices influence racial diversity in the managerial ranks. By considering the conceptualization of DEM practices and the moderating role of firm size, our study disentangles subtle nuances in the DEM practices–racial diversity in managerial ranks relationship. Based on a sample of 137 Fortune 1,000 firms over a two‐year period, our results suggest that minority opportunity‐based DEM practices and manager accountability DEM practices positively relate to racial diversity in managerial ranks, and these relationships are stronger in smaller companies than large ones. Theoretical and practical implications for a strategic perspective on future diversity management research are elaborated.

The Impact of Human Resource Management on Corporate Social Performance Strengths and Concerns

“…Thus highperformance HRM is a capability that can help firms succeed (Richard, Roh, & Pieper, 2013). According to the resource-based view (RBV), competitive advantage arises from combining resources available to the firm in ways that are valuable and hard for the competition to match (because they are rare, costly to imitate, and non-substitutable; Barney, 1991).…”

Erecting Walls Versus Tearing Them Down: Inclusion and the (False) Paradox of Diversity in Times of Economic Upheaval

“…This dilemma is heightened during times of economic upheaval because the downside is more severe and the upside is more essential than in times of relative economic stability. The upside of diversity is also heightened during times of economic difficulties because the positive attributes associated with diversity, such as innovation and creativity, can help propel the economy to higher grounds (Richard et al, 2004(Richard et al, , 2013Gonzalez and DeNisi, 2009;Roberge and van Dick, 2010). The upside of diversity is also heightened during times of economic difficulties because the positive attributes associated with diversity, such as innovation and creativity, can help propel the economy to higher grounds (Richard et al, 2004(Richard et al, , 2013Gonzalez and DeNisi, 2009;Roberge and van Dick, 2010).…”

Reconstructing the Concept of Diversity Climate – A Critical Review of Its Definition, Dimensions, and Operationalization

“…For some scholars, objective diversity allows the innovation development (e.g., Van der Vegt and Janssen, 2003;Ozgen et al, 2013), creativity and problem solving (Cox and Blake, 1991;Richard et al, 2013) and a more diversified clientele (Cox, 1993;Thomas and Ely 1996;Herring, 2009). For some scholars, objective diversity allows the innovation development (e.g., Van der Vegt and Janssen, 2003;Ozgen et al, 2013), creativity and problem solving (Cox and Blake, 1991;Richard et al, 2013) and a more diversified clientele (Cox, 1993;Thomas and Ely 1996;Herring, 2009).…”