Despite twenty-five years of debates and researches on how to devise efficient, effective and equitable ways to manage people's diversities in organizations, professionals and academics have produced neither a shared definition of diversity management nor a general accepted assessment on the outcomes that diversity management can deliver for organizations and persons. Very often the concept of diversity management remains unexpressed and unexplained leaving people unsure on its meaning. The aim of this chapter is to expand the understanding of diversity management by systematizing it on the basis of McGregor's new human relations framework. The proposed definition implies to bring equality of opportunities, equity and inclusion in the workplace and allows to revise three causes of criticism ascribed to diversity management, namely, the lack of theoretical foundation, the vagueness of the concept, the reduced anti-discrimination force compared to equal employment opportunities.
Structured behavioral interview as a legal guarantee for ensuring equal employment opportunities for women: A meta-analysis