Consequences of demographic and organizational diversity

This research program studies the consequences of demographic and organizational diversity for organizational outcomes and for the potential segregation of organization members.

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Two major trends - migration and urbanization - are currently reshaping societies. Both trends affect the demographic diversity across regions, as well as diversity of organizations, meaning variability in core features of organizations such as legal form, governance mode, size and age. While demographic diversity may increase innovation within companies and regions, organizational diversity is important to society by enhancing resilience to economic shocks and offering more varied career paths and for workers, decreasing economic inequality. Both demographic diversity and organizational diversity are of great societal importance, yet few research efforts to date have been directed to connecting these questions, theoretically or empirically.

Methodologically, the program combines fine-grained field data (e.g. interviews, dual-respondent surveys) for exploring and validating new measures of cognitive and cultural diversity in organizations, and analyses of large-scale register data for testing, extending, and refining theories of how demographic and organizational diversity affect organizations and their members (e.g. network analysis, regression analyses).

On the micro level, I study how demographic and organizational diversity affects the segregation of organization members into various occupations and customer segments. On the macro level, I study how demographic diversity affects organizational foundings and development, and how interorganizational competition affects the diversity of organizations.

The research program is generously funded by the Royal Swedish Academy of Letters, History and Antiquities.

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