Does Demographic Dissimilarity Matter for Perceived Inclusion? Evidence From Public Sector Employees

Kwang Bin Bae, Meghna Sabharwal, Amy E. Smith, Evan Berman

Research output: Contribution to journalArticlepeer-review

39 Scopus citations

Abstract

This study examines the relationship between individual dissimilarity and perceptions of organizational inclusion. Data from a national survey of public agencies conducted in Florida and Texas show that gender dissimilarity is negatively associated with perceptions of inclusion and the negative relationship is more acute for men than for women. In contrast, tenure dissimilarity is positively related to perceptions of inclusion and this positive association is more acute for those with longer tenure than for those with shorter tenure. These results suggest that the effect of dissimilarity on the perception of inclusion depends on both the observability of individual-level characteristics and the status of the demographic group. In particular, dissimilarity along characteristics that are easily observable (such as gender) is more likely to influence perceptions of inclusion and dissimilarity is more influential for higher status groups (such as men or long-tenured employees).

Original languageEnglish
Pages (from-to)4-22
Number of pages19
JournalReview of Public Personnel Administration
Volume37
Issue number1
DOIs
StatePublished - 1 Mar 2017

Keywords

  • demographic dissimilarity
  • gender dissimilarity
  • hierarchical linear modeling (HLM)
  • organizational inclusion
  • tenure dissimilarity

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