Are memberships in race, ethnicity, and gender categories merely surface characteristics?
Comments on Deep-level diversity and leadership (see record 2010-24768-017) by Kristen M. Klein and Mo Wang. In the special issue on Diversity and Leadership (April 2010), the authors made a strong case for the importance of diversity in workplace leadership, rejected premature declarations that workplace discrimination is obsolete, and called for leadership theories that acknowledge and promote the value of diversity. We suggest that researchers could better predict and increase leader effectiveness by explicitly addressing deep-level characteristics in theory and practice. By promoting surface-level diversity in leadership opportunities and deep-level similarities in leadership training, it is conceivable that organizations could counter adverse impact in leader selection while also improving organizational outcomes.
Northwestern University, Evanston, IL 60208-0828, USA. eagly@northwestern.edu
Alice H
AH
Eagly
Jean Lau
JL
Chin
D018864:Cultural Diversity; D005260:Female; D005783:Gender Identity; D006801:Humans; D007857:Leadership; D008297:Male; D044469:Racial Groups