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[Excerpt] Compared to research on cross-national differences in diversity management, more research has been conducted within the second key area of global diversity management – that on the effective management of culturally diverse teams and organizations, and on the development of global competence among employees. Indeed, research on multicultural teams (e.g. Earley and Gibson, 2002), global competence (e.g. Chang and Tharenou, 2004; Earley and Peterson, 2004), and conflict management in multicultural groups (e.g. Barkema et al., 2003) has been emerging in the last decade; it simply has not been labelled a part of global diversity management per se. However, to date, there are no unifying frameworks for studying global diversity, with the exception of one by Mor Barak (2000), which focuses on the connection between subsidiaries and the larger communities in which they are embedded. While we agree that this is an important issue, many leaders of global firms first want to know how to manage global diversity within the confines of their organization. Thus, one of our goals in introducing this special issue on global diversity is to propose one such framework, to serve two primary aims: (a) to provide a framework within which to situate the papers that appear in this special issue; and (b) to stimulate future research in the area. In what follows, we briefly describe this framework, and then we introduce the papers for the special issue.


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© Taylor & Francis. Final version published as: Nishii, L. H., & Özbilgin, M. F. (2007). Global diversity management: Towards a conceptual framework [Electronic version]. International Journal of Human Resource Management, 18(11), 1883-1894. doi: 10.1080/09585190701638077
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Nishii, L. H., & Özbilgin, M. F (2007). Global diversity management: Towards a conceptual framework [Electronic version]. Retrieved [insert date], from Cornell University, ILR School site: