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Diversity management has gained researchers' and practitioners' attention because of its competitive advantage and performance outcomes in an organization. Despite increasing literature, there is no common understanding of the evolution and intellectual structure of diversity management. Therefore, this study aims to identify the leading works and analyze the changes in diversity management research's knowledge structure.

This study adopts a novel approach using bibliometric methods to analyze the 785 papers published between 1990 and 2019. Bibliometric analysis is applied to identify the seminal work using the bibliometrix package.

The bibliometric network visualization findings have highlighted the most influential works, prominent authors, theoretical insights, current research trends and gaps. Several clusters are extracted from bibliometric networks, and cluster analysis has integrated the different unconnected subfields and highlighted the major theme explored in diversity management research.

This is the first bibliometric study that explored the intellectual structure of diversity management research. This study has provided theoretical and practical contributions for academicians and human resource practitioners and suggested future research avenues.

Diversity management plays a significant role in the organization’s outcomes. This study seeks to provide a brief review of the history of diversity management and to identify the articles published on diversity management since 1991. A systematic review of the literature has been carried out to understand the literature in more detail to know the future scope of research.

This study provides a comprehensive systematic review of quantitative, qualitative and theoretical studies published in leading peer-reviewed management journals from 1991 to 2018 and identifies 123 articles that fall within its established search inclusion criteria.

The literature review highlighted several aspects related to diversity management. The findings of the study revealed that there is a high concentration of researches in the USA and most number of articles published in the Academy of Management Journal. Although diversity management is a very emerging topic across the globe in management literature yet there is a lack of research in developed countries. Furthermore, most studies are found empirical in nature and the majority of the studies were published during the period of 1996–2000. This finding suggests that age, gender and racial diversity have been repeatedly discussed in diversity management research while other forms of diversity have given less attention

This study is one of the first systematic studies that describe the in-depth analysis of diversity management literature. The significant contribution of this study is to propose the integrated model with contemporary trends and patterns of results reported in diversity research, as well as contextual factors that have received more attention to date.

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.

The chapter provides a brief review of team diversity research from its roots in group composition and workforce demographics through recent trends toward dynamic multilevel models. The divergence from this research area's early motivations in social justice and inclusion to a primarily economic motivation is highlighted. The chapter also reviews major theories that have been used to explain diversity effects in team interactions and outcomes. The review leads to a discussion of three broad critiques of mainstream diversity research, namely a predominance of US cultural outlook, a narrow disciplinary base in organization sciences and psychology, and inadequate attention and overly simplistic perspective on communication processes. The chapter ends with implications for team diversity research and a discussion of how the suggestions can be applied to emerging dimensions of diversity.

To keep pace with the changing business environment, researchers have studied diversity from a number of disciplines, theoretical perspectives and levels. As such, there is a substantive body of research that investigates the concept of diversity, its effects, and the mechanisms through which such effects occur. Despite this work, its findings and the subsequent conclusions that can be drawn are complex. A number of questions regarding the what, why, when and how of diversity still remain. This chapter provides an overview and assesses the state of the field to highlight important areas for future research that can advance our understanding of the meaning, import, operation and consequences of diversity in organizations. It draws attention to overarching topics within the diversity literature, such as the conceptualization of diversity, theoretical perspectives, diversity management, and system approaches to the phenomenon, underscoring conclusions that can be drawn from such work. More importantly, it identifies gaps in each of these areas as well as points of integration to offer directions for future research.

This paper aims to provide a critical reflection on diversity and inclusion research from the hospitality and tourism literature.

Through conducting a critical reflection, this paper used a thematic analysis focused on integrating the scholarly literature that has developed separately: one focusing on the human resources perspective and another concentrating on customer behavior. This critical reflection bridges the gap between these two perspectives.

The authors develop and offer a research agenda for future research drawing from three areas ripe for future research: human resources management, diversity resistance and marketing. They focus on theory-driven research that has practical applications to make hospitality and tourism more inclusive for both the workforce and consumers.

Meaningful research must be translated into practice, and by addressing these research gaps, organizations can gain insights into diverse worker and customer experiences and create more effective diversity initiatives.

The current literature often lacks an integrated approach that bridges the gap between the two reviewed perspectives: the human resources management and marketing perspectives. A holistic understanding of diversity and inclusion is vital, as it recognizes the interconnectedness between employees and customers within the context of the hospitality and tourism sector is important for several reasons.

This paper charts the development of diversity research in hospitality and tourism (H&T) as a field of study. The authors are interested in how diversity has been studied, where diversity scholarship has been published, who are the leading diversity scholars and whether the scholars work has been influential. In addition, the authors identified the institutions and countries that contribute significantly to diversity scholarship in H&T.

The authors draw from the Web of Science (WoS) Core Collection, Scopus and Australian Business Dean's Council (ABDC) Journal Quality List covering 109 journals to identify the relevant articles on workplace diversity in H&T. The authors conducted evaluative and relational bibliometric techniques to assess the prominence of diversity scholarship in the field.

Diversity research in H&T did not gain traction until 2005. Using Equality, Diversity and Inclusion: An International Journal as a benchmark, the authors found that diversity research in H&T closely tracked the diversity topics in general organization and management literature. However, H&T lagged in race and ethnic, as well as gender identity research. A majority of diversity research is published in leading (top-ranked) journals, signifying the value of diversity scholarship in H&T. Hospitality journals published the most articles, while tourism journals reported the highest impact. Scholars based in the USA, China and the United Kingdom (UK) contributed the most diversity articles, but one researcher, Osman M. Karatepe (Turkey), stood out as the most productive and influential diversity scholar in H&T.

The insights from this study aid H&T scholars in identifying trends and opportunities in diversity research, assessing the productivity and impact of various journals and databases, locating collaborative opportunities (through co-citations and highly productive and influential institutions and scholars) and benchmarking the scholars’ own work.

Given an absence of prior review and diversity research has only gained ground in the H&T literature since 2005, this bibliometric study offers a fossil record and documents the trajectory of diversity scholarship in H&T, identifies the scholars who are active in this area of research and highlights institutions and countries where diversity research is conducted.

The purpose of this paper is to examine the role of enriched group work design and objective and perceived expertise diversity in interdisciplinary research groups with a focus on two critical group processes: task conflict and idea sharing.

Survey data were collected from 148 researchers and their advisors in 29 research labs at two doctorate-granting universities. The study tested the hypothesized model using hierarchical ordinary least squares regression and hierarchical linear modeling.

Results showed that objective and perceived (salient) expertise diversity jointly influenced task conflict. In addition, whether task conflict had a positive or negative impact on idea sharing depended on group work design enrichment and expertise diversity salience. Idea sharing improved group outcomes over and above the effects of task conflict.

Although this study could not test the causal relationships owing to a cross-sectional nature of data, it provides theoretical implications for the group work design, diversity and conflict literature.

Group work design represents an important tool for stimulating idea sharing in research groups. The findings suggest that managers should consider and manage the level of expertise diversity salience and the level of task conflict to increase the effectiveness of group work design.

The study provides insights on when task conflict may help creative groups. Work design and diversity salience represent important contextual features. The paper also examines both the objective and perceived diversity and disentangles task conflict and idea sharing.

Editorial boards of academic journals represent a key institutional mechanism in the governance and functioning of the academic community. Board members play an important role in knowledge production and development of the discipline. The purpose of this paper is to enquire into the diversity characteristics of boards of accounting journals.

Drawing on a diversity framework that distinguishes between societal diversity and value of diversity, the paper examines two board characteristics: gender diversity and internationalisation. Moreover, it examines the influence of three journal and two editor characteristics on board diversity and analyses trends over time.

On gender, overall board trends are consistent with societal diversity and value of diversity: boards reflect the gender profile of senior academics. Further, female representation on boards is broadly consistent across the different journal nationalities; has improved over time; has experienced a convergence in “gender sensitive” sub-disciplines; and is influenced by female editorship. However, inequities appear to be present at the highest level: women appear to be less well represented than men as editors and women also have a lower representation on boards of higher ranked journals than on those of lower ranked journals. On internationalisation, once again, overall trends broadly reflect societal diversity and value at diversity. However, international scholars are less well represented on 4* boards than on 2* and 3* boards and on US boards than on Australian and UK boards. Further, there are signs of weakening US dominance in non-US journals.

Drawing on the diversity framework, this is the first study to comprehensively examine gender diversity and internationalisation of accounting boards.

The purpose of this paper is to critically reflect on the affective entanglement of both researcher and practitioners in a study of workplace diversity with a transformative agenda.

Events and experiences related to interventions in a municipal center are presented. The study is embedded in critical diversity research and applies engaged ethnographic methods.

The researcher reflects on how interventions designed to challenge the status quo faced difficulties while considering the impact of the research entry point, efforts to mobilize organizational members in favor of a diversity agenda and the micro-politics of doing intervention-based research.

The study reflects on how “useful” research with an allegedly emancipatory agenda might not be considered favorable to neither majority nor minority employees. The notion of affectivity is applied to deal with the organizational members’ multi-voiced response to the change efforts, as well as how the researcher’s position as researcher-change agent critically shaped the fieldwork experiences and their interpretation.

Few critical diversity scholars engage with practitioners to produce “useful” research with practical implications. In doing so, this paper contributes to critical diversity methods by exploring why presumably emancipatory initiatives apparently did not succeed, despite organizational goodwill. This involves questioning the implied assumption of the inherent “good” of emancipation, as well as notions of “useful research.”