Research supports the notion that diversity climate (employees' perceptions of the extent to which fairness and elimination of discrimination are promoted within the work unit) can help the unit attain benefits—rather than detriments—from workforce diversity. However, the diversity climate literature rests substantially on a questionable assumption—that all unit members perceive the environment uniformly—which fails to account for the potential of individuals' distinct experiences in units. We introduce a new typology of diversity climates to address how individual and subgroup perceptions develop and aggregate to reflect an overall climate. This framework calls attention to specious diversity climates, in which a homogeneous population of employees agrees in their perceptions of a supportive diversity climate despite exclusion and/or otherwise unfair treatment of marginalized members. We explore the emergence process of each distinct climate type, explicating how perceptions aggregate to form a unit diversity climate that falls into one of five categories (i.e., genuinely supportive, speciously supportive, moderate/unsupportive, multimodal, or fragmented). We conclude with implications for theory and managerial practice.

中文翻译：

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你们的多元化氛围有多真实？一种新的类型学强调了似是而非的多样性气候的出现

研究支持这样一种观点，即多元化氛围（员工对工作单位内促进公平和消除歧视的程度的看法）可以帮助单位从劳动力多元化中获得利益，而不是损害。然而，多样性气候文献很大程度上依赖于一个有问题的假设——所有单位成员对环境的感知都是一致的——这未能考虑到个人在单位中不同经历的潜力。我们引入了一种新的多样性氛围类型学，以解决个人和亚群体认知如何发展和聚合以反映整体氛围的问题。该框架引起人们对似是而非的多元化氛围的关注，在这种氛围中，尽管边缘化成员受到排斥和/或其他不公平待遇，但同质员工群体对支持性多元化氛围的看法达成一致。我们探讨了每种不同气候类型的出现过程，解释了看法如何聚合形成一个单位多样性气候，该气候属于五类之一（即真正支持、似是而非的支持、温和/不支持、多模式或碎片化）。最后我们给出了对理论和管理实践的启示。