The Theoretical Evolution and Practical Challenges of Diversified Management: A Systematic Literature Review
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The Theoretical Evolution and Practical Challenges of Diversified Management: A Systematic Literature Review

Jun Wang 1*
1 University of Birmingham
*Corresponding author: Wangjun19961024@outlook.com
Published on 13 August 2025
Journal Cover
AEMPS Vol.209
ISSN (Print): 2754-1177
ISSN (Online): 2754-1169
ISBN (Print): 978-1-80590-309-3
ISBN (Online): 978-1-80590-310-9
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Abstract

Diversity management, as a critical issue in contemporary organizational management, seeks to harness the potential value of increasing employee heterogeneity through systematic diversity strategies while mitigating the risks associated with intergroup differences. Although this approach is widely implemented globally today, both the conceptualization of diversity management and the evolution of its related research remain marked by significant differences and ongoing debates. This article provides a comprehensive review of existing literature and empirical studies on diversity management from multiple perspectives. It outlines the historical development and origins of diversity management, traces the shift in organizational perspectives—from initial moral and legal considerations to five more systematic frameworks—and examines the foundational theories and divergent viewpoints associated with the field. Finally, the article explores potential future directions and anticipated challenges for diversity management, aiming to provide insights that can support both researchers and practitioners in advancing effective management practices and scholarly inquiry.

Keywords:

Diversity Management, Social Identity, Resources-Based View

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Wang,J. (2025). The Theoretical Evolution and Practical Challenges of Diversified Management: A Systematic Literature Review. Advances in Economics, Management and Political Sciences,209,17-24.

References

[1]. Cook, A. & Glass, C. (2009). “Between a rock and a hard place: managing diversity in a shareholder society”, Human Resource Management Journal, 19, 393-412.

[2]. Kelly, E., & Dobbin, F. (1998). How affirmative action became diversity management: Employer response to anti-discrimination law, 1961 to 1996. American Behavioral Scientist, 41, 960-984.

[3]. Gilbert, J., Stead, B., & Ivancevich, J. (1999). Diversity management: A new organizational paradigm. Journal of Business Ethics, 21, 61-76.

[4]. Thomas, D., & Ely, R. (1996). Making differences matter: A new paradigm for managing diversity. Harvard Business Review, September/October, 79–90.

[5]. Dass, P., & Parker, B. (1999). Strategies for managing human resource diversity: From resistance to learning. Academy of Management Executive, 12, 68–80.

[6]. Podsiadlowski, A., Otten, S., & van der Zee, K. (2009). Diversity perspectives. In Symposium on workplace diversity in Groningen, The Netherlands.

[7]. Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437–453.

[8]. Ely, R. J., & Thomas, D. A. (2001). Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative Science Quarterly, 46, 229–273.

[9]. Tajfel, H. & Turner, J.C. (1979). “An integrative theory of intergroup conflict”, in Austin, W.G.

[10]. Holck, L., Muhr, S. L., & Villeseche, F. (2016). Identity, Diversity and Diversity Management: On Theoretical Connections, Assumptions and Implications for Practice. Equality, Diversity and Inclusion, 35(1), 48-64

[11]. Wernerfelt, B. (1984). A Resource-Based View of the Firm. Strategic Management Journal, 5, 171-180.

[12]. Barney, J. B., & Clark, D. N. (2007). Resource-based theory: Creating and sustaining competitive advantage. New York, NY: Oxford University Press.

[13]. Richard, O., McMillan, A., Chadwick, K., & Dwyer, S. (2003). Employing an innovation strategy in racially diverse workforces: Effects on firm performance. Group & Organization Management, 28, 107-126.

[14]. Wright, P. M., & Snell, S. A. (1991). Toward an integrative view of strategic human resource management. Human Resource Management Review, 1, 203-225.

[15]. Kollen, T. (2019). Diversity Management: A Critical Review and Agenda for the Future. Journal of Management Inquiry, 1-14.

[16]. World Bank. (2019). Fertility rate, total (births per woman). Washington, DC: Author.

References

[1]. Cook, A. & Glass, C. (2009). “Between a rock and a hard place: managing diversity in a shareholder society”, Human Resource Management Journal, 19, 393-412.

[2]. Kelly, E., & Dobbin, F. (1998). How affirmative action became diversity management: Employer response to anti-discrimination law, 1961 to 1996. American Behavioral Scientist, 41, 960-984.

[3]. Gilbert, J., Stead, B., & Ivancevich, J. (1999). Diversity management: A new organizational paradigm. Journal of Business Ethics, 21, 61-76.

[4]. Thomas, D., & Ely, R. (1996). Making differences matter: A new paradigm for managing diversity. Harvard Business Review, September/October, 79–90.

[5]. Dass, P., & Parker, B. (1999). Strategies for managing human resource diversity: From resistance to learning. Academy of Management Executive, 12, 68–80.

[6]. Podsiadlowski, A., Otten, S., & van der Zee, K. (2009). Diversity perspectives. In Symposium on workplace diversity in Groningen, The Netherlands.

[7]. Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437–453.

[8]. Ely, R. J., & Thomas, D. A. (2001). Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative Science Quarterly, 46, 229–273.

[9]. Tajfel, H. & Turner, J.C. (1979). “An integrative theory of intergroup conflict”, in Austin, W.G.

[10]. Holck, L., Muhr, S. L., & Villeseche, F. (2016). Identity, Diversity and Diversity Management: On Theoretical Connections, Assumptions and Implications for Practice. Equality, Diversity and Inclusion, 35(1), 48-64

[11]. Wernerfelt, B. (1984). A Resource-Based View of the Firm. Strategic Management Journal, 5, 171-180.

[12]. Barney, J. B., & Clark, D. N. (2007). Resource-based theory: Creating and sustaining competitive advantage. New York, NY: Oxford University Press.

[13]. Richard, O., McMillan, A., Chadwick, K., & Dwyer, S. (2003). Employing an innovation strategy in racially diverse workforces: Effects on firm performance. Group & Organization Management, 28, 107-126.

[14]. Wright, P. M., & Snell, S. A. (1991). Toward an integrative view of strategic human resource management. Human Resource Management Review, 1, 203-225.

[15]. Kollen, T. (2019). Diversity Management: A Critical Review and Agenda for the Future. Journal of Management Inquiry, 1-14.

[16]. World Bank. (2019). Fertility rate, total (births per woman). Washington, DC: Author.

Cite this article

Wang,J. (2025). The Theoretical Evolution and Practical Challenges of Diversified Management: A Systematic Literature Review. Advances in Economics, Management and Political Sciences,209,17-24.

Data availability

The datasets used and/or analyzed during the current study will be available from the authors upon reasonable request.

About volume

Volume title: Proceedings of ICEMGD 2025 Symposium: The 4th International Conference on Applied Economics and Policy Studies

ISBN: 978-1-80590-309-3(Print) / 978-1-80590-310-9(Online)
Editor: Florian Marcel Nuţă Nuţă, Xuezheng Qin
Conference website: https://2025.icemgd.org/
Conference date: 20 September 2025
Series: Advances in Economics, Management and Political Sciences
Volume number: Vol.209
ISSN: 2754-1169(Print) / 2754-1177(Online)

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