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This article presents a comprehensive and qualitative review of how levels of analysis issues have been addressed in the diversity and demography literature. More than 180 conceptual and empirical publications (i.e. book chapters and journal articles) in this field are reviewed and coded regarding the specific incorporation of levels of analysis in theory and hypothesis formulation, representation of levels of analysis in measurement of constructs and variables, appropriateness of data-analytic techniques given the explicit or implied levels of analysis, and alignment between levels of analysis in theory and data in regard to drawing inferences and conclusions. Although the body of diversity and demography literature continues to grow, levels of analysis issues are rarely considered. Only a few reviewed studies address levels of analysis issues in theory development, and no reviewed studies employ appropriate multi-level data analytic techniques. Implications for future research are discussed, and recommendations for incorporating levels of analysis into diversity and demography research are provided.

In this response, we provide our insights and replies on the commentaries of Riordan and Lawrence. To Lawrence’s point that few organizational scholars grow up in multi-level communities, we offer the adage “sad, but true.” We agree with Riordan and Lawrence that better multi-level education is necessary to improve the diversity and demography field, and therefore offer suggestions regarding how to increase our levels-based proficiencies in research. Primarily, however, we focus our suggestions on improving levels-based theoretical proficiencies within diversity and demography research and augment those recommendations we provided in our review study. Before addressing levels-based measurement and analytic issues, the overwhelming inattention paid to multi-level theoretical issues within diversity and demography must be reconciled.

We appreciate the perspectives developed in the Riordan and Lawrence commentaries regarding our evaluation of levels of analysis issues in diversity and demography research. We will address both commentaries, as each tended to focus on a different aspect of our diversity and demography review. For example, Riordan makes the point that we did not provide specific enough solutions to direct future research in the diversity and demography area, while Lawrence takes a more philosophical approach to examining the concepts of diversity and demography research as a whole.

Diversity management is seen as a decisive factor for ensuring the development of socially responsible innovations (Beacham and Shambaugh, 2011; Sonntag, 2014; López, 2015; Uebernickel et al., 2015). However, many diversity management approaches fail due to a one-sided consideration of diversity (Thomas and Ely, 2019) and a lacking linkage between the prevailing organizational culture and the perception of diversity in the respective organization. Reflecting the importance of diverse perspectives, research institutions have a special responsibility to actively deal with diversity, as they are publicly funded institutions that drive socially relevant development and educate future generations of developers, leaders and decision-makers. Nevertheless, only a few studies have so far dealt with the influence of the special framework conditions of the science system on diversity management. Focusing on the interdependency of the organizational culture and diversity management especially in a university research environment, this chapter aims in a first step to provide a theoretical perspective on the framework conditions of a complex research organization in Germany in order to understand the system-specific factors influencing diversity management. In a second step, an exploratory cluster analysis is presented, investigating the perception of diversity and possible influencing factors moderating this perception in a scientific organization. Combining both steps, the results show specific mechanisms and structures of the university research environment that have an impact on diversity management and rigidify structural barriers preventing an increase of diversity. The quantitative study also points out that the management level takes on a special role model function in the scientific system and thus has an influence on the perception of diversity. Consequently, when developing diversity management approaches in research organizations, it is necessary to consider the top-down direction of action, the special nature of organizational structures in the university research environment as well as the special role of the professorial level as role model for the scientific staff.

The development of cities and regions is important for the economy. The most of the possible beneficial mechanisms of this growth can be achieved through the improved organizational performance. This chapter proposes the triadic analysis to the ethnic diversity with the implementation of talent and diversity management practices, in which diasporans serve as mediators. The research contributes to both theory and practice. First, since diasporans create spillover effect and provide transfer of knowledge and other capacities to destinations, their positive impact on cities and firms' performance is introduced. Second, we emphasize the specific practices, which are important to manage diversity issue and attract more skilled individuals, who can be further turned into diasporas. The research has implications for managers and policymakers emphasizing the benefits of diverse talent diasporans and possible strategies on how to leverage their skills and expertise.

Purpose — Since a couple of years, we are confronted with the phenomenon of information overload. In particular, the web provides a rich source of a variety of information mainly in textual, i.e. unstructured form. Thus, web search faces new challenges that are how to make the user aware of the variety of content available and how to satisfy users best with such manifold content.

Methodology — This variety of content is considered as diversity, i.e. the reflection of a result set's coverage of multiple interpretations of a query. Diversification within web search aims on the one hand at adapting the ranking in a way that the top results are diverse. Increasingly important becomes on the other hand the organization and classification of content within diversification.

Findings — Various approaches to diversification are available or currently focus on research activities. They range from an adapted ranking by means of similarity measures or diversity scores to a comprehensive diversity analysis which determines topics and classifies text according to opinions etc.

Implications — Given the high diversity of web content, approaches for diversification are extremely important. Web search tries to address this problem from different perspectives. For the future, combination with image search result diversification is important. Further, benchmarks and standard data sets for evaluations need to be established to ensure comparability of results from various approaches.

Originality/value — This chapter provides an overview on diversity in web search from two directions: (a) Diversity is introduced with its notions and dimensions. (b) Methods to assess diversity within web search are presented.

This article outlines the theoretical foundations of the research contributions of this edited collection about “Diversity and Discrimination in Research Organizations.” First, the sociological understanding of the basic concepts of diversity and discrimination is described and the current state of research is introduced. Second, national and organizational contextual conditions and risk factors that shape discrimination experiences and the management of diversity in research teams and organizations are presented. Third, the questions and research approaches of the individual contributions to this edited collection are presented.

Several comprehensive reviews are united in drawing the conclusion that the cumulative research evidence on work team diversity is equivocal. Rather than review the extant state of diversity research, in this paper we redirect attention to the context of workplace diversity as a possible explanation for these mixed findings. We discuss how diversity context may be conceptualized, specify various aspects of this context at multiple levels of analysis, and consider how contextual variables can shape the outcomes of work team diversity. We present findings from a literature review (1999–2006) to identify key trends and patterns of results reported in recent research as well as contextual factors that have received attention to date. This paper also considers how the non-significant, positive, negative, and curvilinear effects of diversity reported in studies can be explained by the contextual factors outlined. Implications for future research are also discussed.

The popular press often touts workforce demographic diversity as profit enhancing because it may reduce the firm's communication costs with particular segments of customers or yield greater team problem-solving abilities. On the other hand, diversity also may raise communication costs within teams, thereby retarding problem solving and lowering productivity. Unfortunately, there is little empirical research that disentangles the above countervailing effects. Diversity in ability enhances the team productivity if there is significant mutual learning and collaboration within the team, while demographic diversity may harm productivity by making learning and peer pressure less effective and increasing team-member turnover. We evaluate these propositions using a novel panel data from a garment plant that shifted from individual piece rate to group piece rate production over three years. Because we observe individual productivity data, we are able to econometrically distinguish between the impacts of diversity in worker abilities and demographic diversity. Teams with more heterogeneous worker abilities are more productive at the plant. Holding the distribution of team ability constant, teams composed of only one ethnicity (Hispanic workers in our case) are more productive, but this finding does not hold for marginal changes in team composition. We find little evidence that workers prefer to be segregated; demographically diverse teams are no more likely to dissolve, holding team productivity (and hence pay) constant, than homogeneous teams.

Although some researchers have recognized that context can play an important role in explaining the mixed findings of past diversity research, to date a comprehensive framework for specifying these contextual influences has been lacking. In order to address this gap, we propose a framework for future research that incorporates contextual variables at extra-organizational, organizational, and team levels. We consider how these various aspects of diversity influence categorization-based or elaboration-based diversity outcomes. We also present findings of a literature review that identifies aspects of diversity context that have received attention directly or indirectly in research conducted between 1999 and 2007.