Defying conventional wisdom: A meta-
analytical examination of the differences
between demographic and job-related
diversity relationships with performance
By Hans van Dijk, Marloes L. van Engen, & Daan van Knippenburg
Introduction
The state of the science suggests that in order to advance our understanding of the
relationship between diversity and performance, we should look for moderators of the
diversity-performance relationship. In attempts to make sense of the disparate findings
involving diversity and performance, the longest-standing proposition is that diversity’s
effects are somehow contingent on the dimension of diversity that is assessed. According to
this viewpoint, demographic dimensions of diversity are primarily linked to the negative
performance effects of diversity, whereas job-related dimensions of diversity are primarily
linked to its positive effects.
We argue this conventional wisdom. We propose that it reflects diversity-related biases in
the subjective ratings of performance used by many researchers, and that it would be untrue
if group performance were measured in more objective ways.
The double-edged sword of diversity
Diversity is a group characteristic that reflects the degree to which there are objective or
subjective differences among members. Differences among people, whether demographic,
job-related, or otherwise, may be associated with differences in task-relevant knowledge
and experiences. Building from a broader knowledge base, more diverse groups should be
able to outperform groups that are less diverse.
However, social categorization theories and the similarity/attraction hypothesis suggest that
less diverse groups may enjoy an advantage over groups that are more diverse. Based on
perceived similarities and differences, group members may distinguish between others who
are different from themselves.
Inspired by this state of affairs, a major theme in diversity research is to identify moderators
of the positive and the negative effects of diversity on performance.
Diversity clusters revisited
Rater biases that favour job-related diversity more than demographic diversity may
influence performance ratings of diverse teams.
Rater biases in performance ratings: demographic groups that are typically subject to
negative stereotypes in the work context are usually underrepresented. Ample research in
stereotyping, prejudice, and discrimination shows that these minorities suffer from negative
performance rating biases. This raises the question if rating biases against minorities also
express themselves in groups of which such minorities are part of.
analytical examination of the differences
between demographic and job-related
diversity relationships with performance
By Hans van Dijk, Marloes L. van Engen, & Daan van Knippenburg
Introduction
The state of the science suggests that in order to advance our understanding of the
relationship between diversity and performance, we should look for moderators of the
diversity-performance relationship. In attempts to make sense of the disparate findings
involving diversity and performance, the longest-standing proposition is that diversity’s
effects are somehow contingent on the dimension of diversity that is assessed. According to
this viewpoint, demographic dimensions of diversity are primarily linked to the negative
performance effects of diversity, whereas job-related dimensions of diversity are primarily
linked to its positive effects.
We argue this conventional wisdom. We propose that it reflects diversity-related biases in
the subjective ratings of performance used by many researchers, and that it would be untrue
if group performance were measured in more objective ways.
The double-edged sword of diversity
Diversity is a group characteristic that reflects the degree to which there are objective or
subjective differences among members. Differences among people, whether demographic,
job-related, or otherwise, may be associated with differences in task-relevant knowledge
and experiences. Building from a broader knowledge base, more diverse groups should be
able to outperform groups that are less diverse.
However, social categorization theories and the similarity/attraction hypothesis suggest that
less diverse groups may enjoy an advantage over groups that are more diverse. Based on
perceived similarities and differences, group members may distinguish between others who
are different from themselves.
Inspired by this state of affairs, a major theme in diversity research is to identify moderators
of the positive and the negative effects of diversity on performance.
Diversity clusters revisited
Rater biases that favour job-related diversity more than demographic diversity may
influence performance ratings of diverse teams.
Rater biases in performance ratings: demographic groups that are typically subject to
negative stereotypes in the work context are usually underrepresented. Ample research in
stereotyping, prejudice, and discrimination shows that these minorities suffer from negative
performance rating biases. This raises the question if rating biases against minorities also
express themselves in groups of which such minorities are part of.
