Understanding reactions to diversity initiatives in organizations: An intergroup perspective.

目前的政策和立法促进组织的多样性， 然而，员工往往对多样性举措持消极态度， 帮助特定群体（例如，妇女）。解释归因 对个体因素的消极性（例如，自我利益）或广泛 组织文化有限。多元化举措凸显 受益群体和非受益群体之间的差异， 一个全面的模式应纳入群体间观点。 它还应该承认基于正义的 性问题 在测试这种模式时，该项目将有助于 群际关系理论及其与社会 政策，并制定管理工作场所的战略 多样性

Current policy and legislation promote diversity in organizations, however employees often react negatively to diversity initiatives that assist specific groups (e.g., women). Explanations attributing negativity to individual factors (e.g., self interest) or to broad organizational culture are limited. Diversity initiatives highlight differences between the beneficiary and non-beneficiary group(s) and a comprehensive model should incorporate an intergroup perspective. It should also recognise the legitimising role of justice-based concerns. In testing such a model, this project will contribute to theories of intergroup relations and their interplay with social policy, and to the development of strategies to manage workplace diversity.