Purpose – Drawing on the relational demography literature and a social identity perspective, several research propositions in which the authors postulate that demographic characteristics (e.g. gender and race) of senior leaders will influence the implementation and effectiveness of diversity management practices were presented. Specifically, the authors focus on the Chief Executive Officer/Chief Diversity Officer (CEO/CDO) dyad and explore independent and joint effects of CEO and CDO majority–minority group status on workplace diversity outcomes, outlining key identity-based and relational moderators (e.g. value threat, relational identity and leader–member exchange) of these relationships. Design/methodology/approach – The literature on relational demography and leader–member exchange to develop propositions for future research was integrated. Findings – This is a conceptual paper. There is no empirical data reported testing the propositions. Research limitations/implications – The authors extended theory and research on relational demography by focusing on senior leaders in the organization and proposing that the influence of CEO and CDO demographic characteristics on the enactment of diversity practices may be contingent on key identity-based and relational processes. Originality/value – The authors are not aware of any studies investigating how personal characteristics and relational processes relating to the CEO and CDO may influence the implementation and effectiveness of workplace diversity management practices. In a similar vein, the authors contribute to the research literatures on relational demography and social identity by extending the application of these theories to senior leaders in organizations and in relation to the work of CEOs and CDOs.

中文翻译：

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探索首席执行官和首席多元化官的关系人口统计学对组织多元化管理的影响

目的–利用关系人口学文献和社会认同观点，作者提出了一些研究命题，在这些命题中，作者假设高级领导者的人口特征（例如性别和种族）将影响多样性管理实践的实施和有效性。具体来说，作者着眼于首席执行官/首席多样性官（CEO / CDO）历程，并探讨CEO和CDO多数族裔群体地位对工作场所多样性成果的独立和联合影响，概述了基于身份的关键和关系主持人（例如这些关系的价值威胁，关系认同和领导者－成员交换）。设计/方法论/方法-有关关系人口学和领导人与成员交换以制定未来研究主张的文献已被整合。调查结果–这是一个概念性论文。尚无经验数据证明该命题。研究的局限性/含义-作者通过关注组织中的高级领导者并提出CEO和CDO人口统计学特征对制定多样性实践的影响可能取决于基于关键身份的关系过程，扩展了有关关系人口统计学的理论和研究。 。原创性/价值-作者尚未意识到有任何研究调查与CEO和CDO相关的个人特征和关系过程如何影响工作场所多样性管理实践的实施和有效性。与此相类似，