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Climate for diversity and its effects on career and organisational attitudes and perceptions

Deborah Hicks‐Clarke (Manchester Metropolitan University, Manchester, UK, and)
Paul Iles (Liverpool John Moores University, Liverpool, UK)

Personnel Review

ISSN: 0048-3486

Article publication date: 1 June 2000

Abstract

The article presents a discussion of issues of human resource diversity and diversity climates in organisations and develops a conceptual model of a “positive climate for diversity” (PCFD). This refers to the degree to which there is an organisational climate in which human resource diversity is valued and in which employees’ from diverse backgrounds feel welcomed and included. It presents a model of the indicators of a positive climate for diversity and the outcomes for organisations and individuals of such a climate, especially individual career and organisational attitudes and perceptions. It also presents variables which have a moderating effect in the model. The results of research from both private and public sector organisations, with emphasis on service, indicate that climates for diversity do impact significantly on a range of career and organisational attitudes and perceptions. The research and managerial implications are discussed.

Keywords

Citation

Hicks‐Clarke, D. and Iles, P. (2000), "Climate for diversity and its effects on career and organisational attitudes and perceptions", Personnel Review, Vol. 29 No. 3, pp. 324-345. https://doi.org/10.1108/00483480010324689

Publisher

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MCB UP Ltd

Copyright © 2000, MCB UP Limited