Women Recruits' Perceptions of Workforce Diversity Program Selection Decisions: A Procedural Justice Examination

Abstract

This study explores the attitudes of women and how their attitudes relate to diversity management practices. Specifically, we utilize organizational justice to examine women's attitudes toward the perceived fairness of outcomes and procedures in the context of managing diversity. We utilize Cox and Blake's (1991) marketing argument as a procedural justification for the need for diversity in the workplace. Our findings indicate that diversity programs that are not justified result in negative beneficiary attitudes, regardless of a positive outcome produced.