Références scientifiques

Littérature suggérée

• Al-Mamun, A., Yasser, Q. R., Entebang, H., Nathan, T. M., & Rahman, M. A. (2013). Gender Diversity and Economic Performance of Firms: Evidences from Emerging Market.
  Journal of Economic Development, Management, IT, Finance, and Marketing, 5(2), 100.
• Campbell, K., & Mínguez-Vera, A. (2008). Gender Diversity in the Boardroom and Firm Financial Performance.
  Journal of Business Ethics, 83(3), 435-451.
• Chaney, K. E., Sanchez, D. T., & Remedios, J. D. (2016). Organizational Identity Safety Cue Transfers. 
  Personality and Social Psychology Bulletin, 42(11), 1564–1576. 
• Chen, J. M., & Hamilton, D. L. (2015). Understanding Diversity: The Importance of Social Acceptance.
  Personality and Social Psychology Bulletin, 41(4), 586–598.
• Chin, J. L., Desormeaux, L., & Sawyer, K. (2016). Making way for paradigms of diversity leadership.
  Consulting Psychology Journal: Practice and Research, 68(1), 49-71.
• Daan van Knippenberg, D., Schippers, M. C. (2007). Work Group Diversity.
  Annual Review of Psychology, 58(1), 515-54.
• Dobbin, F., Kalev, A. (2016). Why Diversity Programs Fail.
  Harvard Business Review.
• Ellemers, N., &Rink, F. (2016). Diversity in work groups.
  Current Opinion in Psychology, 11, 49-53.
• Faniko, K., Burckhardt. T., Sarrasin, O., Lorenzi-Cioldi, F., Sørensen, S., Iacoviello, V., & Mayor, E. (2017). Quota Women Are THreatning to Men : Unveiling the (Counter)Stereotypization of Beneficiaries of Affirmative Action Policies.
  Swiss Journal of Psychology, 76, 107-116.
• Ferguson, M. J., & Porter, S. C. (2013). An Examination of Categorization Processes in Organizations : The Root of Intergroup Bias and a Route to Prejudice Reduction. In Q.M. Roberson (Ed)
  The Oxford Handbook of Diversity and Work (pp. 98-115). New York : Oxford University Press.
• Gündemir, S., Dovidio, J. F., Homan, A. C., & De Dreu, C. K. W. (2017). The Impact of Organizational Diversity Policies on Minority Employees’ Leadership Self-Perceptions and Goals. 
  Journal of Leadership & Organizational Studies, 24(2), 172–188. 
• Gozzoli, C. (2016). Living and Working Together in Organizations: Traces and Ways.
  World Futures, 72(5-6), 222-233.
• Guimond, S., de la Sablonnière, R., & Nugier, A. (2014). Living in a multicultural world: Intergroup ideologies and the societal context of intergroup relations.
  European Review of Social Psychology, 25(1), 142-188.
• Hunt, V., Layton, D., Prince, S. (2015). Why diversity matters.
  McKinsey & Company.
• Jansen, W. S., Vos, M. W., Otten, S., Podsiadlowski, A., & van der Zee, K. I. (2016). Colorblind or colorful? How diversity approaches affect cultural majority and minority employees.
  Journal of Applied Social Psychologoy, 46, 81-93.
• Kong, D. T. (2016). Ethnic minorities’ paranoia and self-preservative work behaviors in response to perceived ethnic discrimination, with collective self-esteem as a buffer.
   Journal of Occupational Health Psychology, 21(3), 334-351. 
• Mannix, E., & Neale, M. A. (2005). What Differences Make a Difference?: The Promise and Reality of Diverse Teams in Organizations.
  sychological Science in the Public Interest, 6(2), 31–55
• Meeussen, L., Otten, S., & Phalet, K. (2014). Managing diversity: How leaders’ multiculturalism and colorblindness affect work group functioning.
  Group Processes & Intergroup Relations, 17(5), 629–644. 
• Phillips, K. W., Kim-Jun, S. Y., & Shim, S.-H. (2011). The value of diversity in organizations: A social psychological perspective. In D. De Cremer, R. van Dick, & J. K. Murnighan (Eds.)
  Organization and management series. Social psychology and organizations (pp. 253-271). New York : Routledge/Taylor & Francis Group.
• Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C., van der Zee, K. (2013).
  Managing a culturally diverse workforce: Diversity perspectives in organizations.
  International Journal of Intercultural Relations, 37(2), 159-175.
• Stahl, G., Maznevski, M., Voigt, A. & Jonsen, K. (2010). Unraveling the effects of cultural diversity in teams : A meta-analysis of research on multicultural workgroups.
  Journal of International Business Studies, 41(4), 690-709.
• Taillander-Schmitt, A. (2018). Action positive, discrimination positive: un levier efficace contre les discrimination? In K. Faniko, D. Bourguignon, O. Sarrasin, G. Guimond (Eds.)
  Psychologie de la discrimination et des préjugés : de la théorie à la pratique. (pp. 231-244). De Boeck.
• Tisserant, P., Bourguignon, D., Vignocan, C., & Wagner, A.L. (2011).
  L’usage de la diversité réduit-il la discrimination ? Clermont Ferrand, le 1er décembre 2011.
• isserant, P., & Leymarie, S. (2018). Politiques de gestion et idéologies de la diversité dans les organisations. In K. Faniko, D. Bourguignon, O. Sarrasin, G. Guimond (Eds.),
  Psychologie de la discrimination et des préjugés : de la théorie à la pratique. (pp. 245-256). De Boeck.
• van Knippenberg, D., De Dreu, C. K. W., & Homan, A. C. (2004). Work Group Diversity and Group Performance: An Integrative Model and Research Agenda. 
  Journal of Applied Psychology, 89(6), 1008-1022.
• Walton, G. M., Murphy, M. C., Ryan, A. M. (2015). Stereotype Threat in Organizations : Implications for Equity and Performance.
  Annual Review of Organizational Psychology and Organizational Behavior, 2(1), 523-550.