Why do organizational policies and procedures fail to improve diversity outcomes?
The purpose of diversity initiatives is to help groups that face disadvantages in society achieve better outcomes in organizations, but they often do not work as intended. In this video, Lisa Leslie, Associate Professor of Management and Organizations at New York University, examines four unintended consequence types—backfire, negative spillover, positive spillover, and false progress—and the underlying mechanisms and processes that produce them.
- Leslie, L., Manchester, C., Park, T.Y., & Mehng, S.I. (2012). Flexible Work Practices: A Source of Career Premiums or Penalties? Academy of Management Journal, 55(6), 1407-1428.
- Leslie, L., & Manchester, C. (2011) Work-Family Conflict is a Social Issue, Not a Women's Issue. Industrial and Organizational Psychology, 4, 414-417.
- Leslie, L., Manchester, C., & Dahm, P. (2017). Why and When Does The Gender Gap Reverse? Diversity Goals and the Pay Premium for High Potential Women. Academy of Management Journal, 60(2), 402-432.
- Temkin, R. & Itembu, T. (2020, January 29). The Unintended Consequences of Diversity & Inclusion Initiatives: Lisa Leslie’s Recent Work & Ideas for Putting her Framework to Use with Rebecca Temkin and Taimi Itembu [WAPPP Wire post].