Journal
GROUP PROCESSES & INTERGROUP RELATIONS
Volume 20, Issue 6, Pages 879-893Publisher
SAGE PUBLICATIONS LTD
DOI: 10.1177/1368430215625783
Keywords
absenteeism; diversity climate; gender dissimilarity; gender diversity; inclusion
Categories
Funding
- Instituut Gak
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We investigated how and when gender dissimilarity relates to two highly important individual work outcomes: social inclusion and absenteeism. We collected survey data among 397 employees from a university of applied sciences and combined these with data from the organization's personnel administration. Our results indicate that dissimilarity was negatively related to perceived work group inclusion. In addition, this negative effect was stronger when the group was perceived to have a negative diversity climate. Finally, there was a conditional indirect effect of gender dissimilarity on absenteeism through inclusion. That is, being different from other group members in terms of gender was associated with higher absenteeism through lower levels of perceived inclusion, but only when the group was perceived to have a negative diversity climate. Together, the present research demonstrates that sometimes being different is associated with more absences and underlines the importance of establishing a positive climate for gender diversity.
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