Alexandra Kalev

TL;DR: This paper conducted a systematic analysis of three broad approaches to promote diversity in the private-sector: diversity training, diversity evaluation, and reducing social isolation of women and minority workers, and found that efforts to moderate managerial bias through diversity training and diversity evaluations are least effective at increasing white women, black women, and black men in management.

TL;DR: Employers have experimented with three broad approaches to promoting diversity: organizational responsibility for diversity, moderate managerial bi-partitioning, and diversity education as discussed by the authors. But none of these approaches have been widely accepted.

TL;DR: This paper analyzed data from 829 firms over three decades and found that diversity training, hiring tests, performance ratings, and grievance systems actually decrease the proportion of women and minorities in management.

TL;DR: In this article, the authors draw on sociological and psychological literatures to develop a theory of the varied effects of bureaucratic reforms on managerial motivation, and they contend that initiatives that engage managers in promoting diversity will increase diversity.

TL;DR: In this article, the authors investigate whether a new set of employment practices, namely flexible work arrangements (FWA) such as flextime, compressed work weeks, telecommuting and reduced-hours schedules, are administered using the principles and practices associated with either or both management regimes.