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

Orlando C. Richard, Hyuntak Roh, Jenna R. Pieper

Research output: Contribution to journalArticle

28 Citations (Scopus)

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.

Original languageEnglish
Pages (from-to)215-242
Number of pages28
JournalHuman Resource Management
Volume52
Issue number2
DOIs
Publication statusPublished - 2013 Mar 1

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Practice Management
Social Responsibility
Human resource management
Firm size
Management practices
Equality
Managers
Research
Industry

All Science Journal Classification (ASJC) codes

  • Applied Psychology
  • Strategy and Management
  • Organizational Behavior and Human Resource Management
  • Management of Technology and Innovation

Cite this

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The Link Between Diversity and Equality Management Practice Bundles and Racial Diversity in the Managerial Ranks : Does Firm Size Matter? / Richard, Orlando C.; Roh, Hyuntak; Pieper, Jenna R.

In: Human Resource Management, Vol. 52, No. 2, 01.03.2013, p. 215-242.

Research output: Contribution to journalArticle

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