Diversity is a popular topic among academics and practitioners alike. It is also a topic that is surrounded with controversies and passionate opinions. This makes understanding the ambiguous consequences of diversity a highly interesting and puzzling endeavor. To facilitate understanding of diversity's effects in workgroups, I present an overview of the state‐of‐the‐art in diversity research and discuss the potential problems and benefits that are associated with group diversity. Moreover, I discuss how research on diversity interventions uses this problems versus potential approach to distinguish moderators of diversity's effects. Based on this overview, I argue that similar to the importance of contingencies for predicting diversity's effects, contingencies also play a crucial role in predicting the effectiveness of diversity interventions. As such, the current overview stresses the lack of main effects of both diversity and diversity interventions. Finally, I discuss recent work illustrating these contingencies and conclude that positive diversity mindsets—favorable mental representations of group diversity—are a necessary prerequisite to prevent problems and promote potential of group diversity.

中文翻译：

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处理工作组中的多样性：预防问题并促进潜力

多样性是学者和从业者中的热门话题。这也是一个充满争议和热情的观点的话题。这使得了解多样性的模棱两可的后果成为一项非常有趣且令人费解的工作。为了促进对工作组中多样性影响的理解，我对多样性研究的最新进展进行了概述，并讨论了与群体多样性相关的潜在问题和好处。此外，我讨论了对多样性干预措施的研究如何利用这一问题和潜在方法来区分多样性影响的调节者。基于此概述，我认为与意外事件在预测多样性影响方面的重要性相似，突发事件在预测多样性干预措施的有效性方面也起着至关重要的作用。因此，当前概述强调缺乏多样性和多样性干预措施的主要作用。最后，我讨论了说明这些意外情况的最新工作，并得出结论，积极的多样性思维定势（有利于群体多样性的心理表征）是预防问题和提高群体多样性潜力的必要先决条件。