Hostname: page-component-7b9c58cd5d-f9bf7 Total loading time: 0 Render date: 2025-03-15T18:27:34.341Z Has data issue: false hasContentIssue false
  • English
  • Français

Toward Enhancing Industrial and Organizational Psychology's Contributions to Diversity and Inclusion Practice

Published online by Cambridge University Press:  07 January 2015

Bernardo M. Ferdman
Bernardo M. Ferdman*
Affiliation:
Alliant International University
*
E-mail: bferdman@alliant.edu, Address: California School of Professional Psychology, Alliant International University, San Diego, CA 92131
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 6 , Issue 3 , September 2013 , pp. 237 - 242
Copyright
Copyright © Society for Industrial and Organizational Psychology 2013

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

American Psychological Association (2003). Guidelines on multicultural education, training, research, practice, and organizational change for psychologists. American Psychologist, 58, 377–402. doi: 10.1037/0003-066X.58.5.377Google Scholar
Cox, T. J. (1993). Cultural diversity in organizations: Theory, research and practice. San Francisco, CA: Berrett-Koehler.Google Scholar
Dawson, B., Johnson, C. D., & Ferdman, B. M. (2013). Organizational psychology. In Leong, F. T. L. (Ed.). APA handbook of multicultural psychology (Vol. 1). Washington, DC: American Psychological Association.Google Scholar
Ferdman, B. M. (2003). A matter of difference-Accounts of inclusion (and exclusion). The Industrial-Organizational Psychologist, 40(4), 81–86.Google Scholar
Ferdman, B. M. (2011, April). Linking research and practice in diversity and inclusion training: Insights and suggestions from the field. In K. M. Thomas & M. Goren (Chairs), Diversity training: Linking theory and practice. Symposium presented at the 26th Annual Conference of the Society for Industrial and Organizational Psychology, Chicago, IL.Google Scholar
Ferdman, B. M., & Brody, S. E. (1996). Models of diversity training. In Landis, D., & Bhagat, R. (Eds.), Handbook of intercultural training (2nd ed., pp. 282–303). Thousand Oaks, CA: Sage.Google Scholar
Ferdman, B. M., & Sagiv, L. (2012). Diversity in organizations and cross-cultural work psychology: What if they were more connected? Industrial and Organizational Psychology: Perspectives on Science and Practice, 5(3), 323–345. doi: 10.1111/j.1754-9434.2012.01455.xGoogle Scholar
Haney, C., & Hurtado, A. (1994). The jurisprudence of race and meritocracy: Standardized testing and “race-neutral” racism in the workplace. Law and Human Behavior, 18, 223–248.Google Scholar
Hays-Thomas, R., & Bendick, M. Jr. (2013). Professionalizing diversity and inclusion practice: Should voluntary standards be the chicken or the egg? Industrial and Organizational Psychology: Perspectives on Science and Practice, 6, 193–205.Google Scholar
Jackson, S. E. and Associates. (1992). Diversity in the workplace: Human resources initiatives. New York, NY: Guilford.Google Scholar
Kulik, C. T., & Roberson, L. (2008). Diversity initiative effectiveness: What organizations can (and cannot) expect from diversity recruitment, diversity training, and formal mentoring programs. In Brief, A. P. (Ed.), Diversity at work (pp. 265–317). Cambridge, MA: Cambridge University Press.Google Scholar
Mor Barak, M. E. (2011). Managing diversity: Toward a globally inclusive workplace (2nd ed.). Thousand Oaks, CA: Sage.Google Scholar
O'Mara, J. (in press). Global benchmarks for diversity and inclusion. In Ferdman, B. M., & Deane, B. (Eds.), Diversity at work: The practice of inclusion. San Francisco, CA: Jossey-Bass.Google Scholar
Prilleltensky, I. (1989). Psychology and the status quo. American Psychologist, 43, 795–802.Google Scholar
Roberson, Q. M. (Ed.) (2012). The Oxford handbook of diversity and work. New York, NY: Oxford University Press.Google Scholar
Shore, L. M., Chung-Herrera, B. G., Dean, M. A., Ehrhart, K. H., Jung, D. I., Randel, A. E., & Singh, G. (2009). Diversity in organizations: Where are we now and where are we going? Human Resource Management Review, 19(2), 117–133. doi: 10.1016/j.hrmr.2008.10.004Google Scholar
Stockdale, M. S., & Crosby, F. J. (2004). The psychology and management of workplace diversity. Malden, MA: Blackwell.Google Scholar
Thomas, D. A., & Gabarro, J. J. (1999). Breaking through: The making of minority executives in corporate America. Boston, MA: Harvard Business School Press.Google Scholar