Diversity as a resource for the integration of minority women, from the employers' perspective

Purpose This study examined how women from minority groups are integrated into different organizational frameworks from a managerial perspective. Design/methodology/approach Two hundred and six women and men who serve as managers in intermediate or senior management in organizations that employ women from minority groups participated in the study. The study was conducted using a demographic questionnaire and self-report questionnaires to assess the dimensions of a sense of organizational coherence, diversity climate and inclusive management. Findings It was found that the higher the level of management, the higher the sense of organizational coherence, the higher diversity climate and the higher inclusive management. Demographic characteristics (gender, socioeconomic status, level of management, cultural groups in the organization in addition to the secular), sense of organizational coherence and diversity climate explained 61.2% of the variance in inclusive management. Furthermore, sense of organizational coherence had the highest contribution with 52%. Additionally, it fully mediated the links between level of management and inclusive management. Originality/value The findings of this study are significant for managing diverse organizations and may shed light on the issue of recruiting employees from minority groups in non-diverse organizations.