Abstract

A survey-based study was conducted in an Australian Federal Government Agency. The parameters for the study lie within a conceptual model consisting of two main components: antecedents (individual characteristics, dimensions of diversity climate and job/task characteristics) and outcomes (receptivity to diversity management). The primary objectives of the study were: (1) to examine the extent to which employee receptivity to diversity management varied among gender and ethnic groups and (2) investigate the relationships between receptivity to diversity management and its antecedents. Findings from a representative sample of 391 employees and managers revealed that receptivity to diversity management varies among gender groups with females being more receptive to diversity management than males. Furthermore, of the several predictor variables, gender; personal view of value of diversity to the group/organization; the level of comfort with, and openness to, diversity; and the perception of inclusion were found to be the predictors of receptivity to diversity management. Implications for managers and researchers are discussed.