Managing Workplace Diversity Through Organizational Climate

Organizational Climate (OC) is defined as shared value, beliefs and work environment that could intervene or interact with and could have impact on the employee behaviours (Long 2000). In a meta-analytic review of diversity related reports Jackson et al. (2003) argued that the consequences of workforce diversity cannot be contained to minimal. Though they agreed that in presence of certain organizational constructs, moderation in diversity consequences could be attainable. However, little is known about the mechanism of organizational climate on managing demographic diversity. Therefore, in present study we sought to answer this question and a mix of individual (age and gender) and relational (education, managerial level occupied) attributes have been considered as component of demographic diversity. Data for the 271 participants was collected through survey questionnaire. Findings of the present study offer a list of theoretical as well as practical implications.