HR Science Forum
The Link Between Diversity and Equality Management Practice Bundles and Racial Diversity in the Managerial Ranks: Does Firm Size Matter?
Article first published online: 25 MAR 2013
© 2013 Wiley Periodicals, Inc.
Human Resource Management
Volume 52, Issue 2, pages 215–242, March/April 2013
How to Cite
Richard, O. C., Roh, H. and Pieper, J. R. (2013), The Link Between Diversity and Equality Management Practice Bundles and Racial Diversity in the Managerial Ranks: Does Firm Size Matter?. Hum. Resour. Manage., 52: 215–242. doi: 10.1002/hrm.21528
- Issue published online: 25 MAR 2013
- Article first published online: 25 MAR 2013
- diversity and equality management practices;
- racial diversity;
- firm size
Invoking strategic human resource management (SHRM) theory and tenets of the resource-based view of the firm, we explore how two bundles of diversity and equality management (DEM) practices influence racial diversity in the managerial ranks. By considering the conceptualization of DEM practices and the moderating role of firm size, our study disentangles subtle nuances in the DEM practices–racial diversity in managerial ranks relationship. Based on a sample of 137 Fortune 1,000 firms over a two-year period, our results suggest that minority opportunity-based DEM practices and manager accountability DEM practices positively relate to racial diversity in managerial ranks, and these relationships are stronger in smaller companies than large ones. Theoretical and practical implications for a strategic perspective on future diversity management research are elaborated.