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In recent years, promoting diversity by creating a diversity climate for inclusivity is a common strategy that has been implemented in many organizations (Bartels, Nadler, Kufahl, & Pyatt, 2013). In fact, Mayer and colleagues (2015) noted that leaders tend to highlight their organization's acceptance toward diversity and inclusion when attempting to attract customers and job applicants of varying backgrounds. Interestingly, 100% of Standard and Poor's 100 organizations include diversity as a major goal of the organization. Thus, given the emphasis that organizations are placing on promoting and creating a diverse and inclusive climate for employees, it is imperative to explore the challenges that may accompany such initiatives. Such challenges might include the exclusion of employees who possess atypical race, gender, or sexual orientation identities (Tajfel, 2010) or backlash among historically higher status identity groups who may perceive their status quo as being challenged (Kravitz & Klineberg, 2000; Leslie, Mayer, Kravitz, 2014). As such, the papers included in this symposium cut across a variety of methodologies, target groups, and outcome domains to explore various challenges associated with promoting an inclusive diversity climate and offer strategies that empower all employees and their organizations to leverage the benefits that arise from such a climate. Employee Diversity Climate and Customer Intent to Stay Presenter: Jennica R. Webster; Marquette U. Presenter: Gary A Adams; Marquette U. Presenter: Cheryl L. Maranto; Marquette U. Diversity Goals Initiatives: Reaction to Promotion Loss Presenter: Devalina Nag; PhD student at U. of Memphis Presenter: Kristen Price Jones; U. of Memphis Presenter: David F. Arena; U. of Memphis Effects of Social Exclusion on Justice Perceptions and Work Engagement Presenter: Joohan Lee; U. of Texas At Arlington Presenter: Wendy J. Casper; U. of Texas At Arlington It's Cold Outside: The Effects of Workplace Ostracism and Diversity Climate Presenter: Kelly Dray; Texas A&M U. Presenter: Robert Martin; Texas A&M U. Presenter: Sin-Ning Cindy Liu; Texas A&M U. Presenter: Yimin He; Texas A&M U. Presenter: Isaac Emmanuel Sabat; Texas A&M U., College Station Presenter: Adrienne R. Carter-Sowell; [ABSTRACT FROM AUTHOR]

Scholars of management education have shown that it is increasingly important for students to develop practiced and applied knowledge, teamwork skills, and civic engagement in addition to core curriculum knowledge in order to be prepared for the demands of the 21st century workforce. We propose that service-learning, or learning through an applied community service project, can uniquely address these essential 21st century skills. Thus, in this paper, we outline a specific service-learning project geared towards improving these skill-sets. Then, we design an experiment to test the efficacy of this project in increasing these skills by comparing students who completed this project to those in a control condition. Results support study hypotheses that service- learning increases teamwork and civic engagement, and partially support the hypothesis that it increases practiced and applied knowledge. Additionally, students showed significant improvement in their core-curriculum knowledge after completing the service- learning project, and they scored better than the control condition. Thus, this study supports the overall assertion that service-learning can be used to successfully teach students 21st century skills and similar service-learning projects may be integrated into business school curriculums. [ABSTRACT FROM AUTHOR]

As the workplace continues to become increasingly diverse in terms of demographic characteristics (e.g., race, gender, age) so do the social identities that individuals possess (e.g., gender identity). As a result, individuals must sometimes manage their identity in different ways in order to reduce negativity based on that identity, or increase positive benefits that may otherwise be denied. The current symposium presents four empirical studies that examine the effectiveness of several identity management strategies that individuals with different stigmatized social identities (race, gender, pregnancy, parental status) may use to navigate interactions with those who do not possess such identity. In addition, this symposium will highlight several factors that impact the effectiveness of six different identity management strategies to combat external threats (negativity by others) as well as internal threats (perceived negativity experienced based on social identity). Theoretical and practical implications of this body of research will be discussed. A Multi-Threat Approach to Stereotype Threat Interventions Presenter: Jenessa Shapiro; U. of California, Los Angeles Presenter: Amy M. Williams; U. of California, Los Angeles Presenter: Mariam Hambarchyan; U. of California, Los Angeles Reactions to Pregnant Employees Use of Counterfeiting as Identity Management Strategy Presenter: Whitney Botsford Morgan; U. of Houston, Downtown Presenter: Kristen P. Jones; George Mason U. To Discuss or Not Discuss? The Effectiveness of Acknowledging Race at Work Presenter: Sarah Singletary Walker; U. of Houston, Downtown Presenter: Enrica N Ruggs; Rice U. Presenter: Juan M. Madera; U. of Houston Presenter: Michelle R. Hebl; Rice U. Family Identity Salience: Influences of Boundary Management and Employee Sex on Performance Presenter: Samantha C. Paustian-Underdahl; Kennesaw State U. Presenter: Jonathon R. B. Halbesleben; U. of Alabama [ABSTRACT FROM AUTHOR]