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Affirmative action and diversity management are complementary efforts to achieve an inclusive workforce. Research on attitudes toward affirmative action can therefore contribute to an understanding of reactions to diversity programs. Using data from two studies, we assess the extent to which the strength of the affirmative action plan (AAP) influences the relationship between attitudes and individual difference predictors. The relation of attitudes with the respondents’ race and perceived self-interest increased monotonically with AAP strength, whereas measures of racial prejudice and political orientation best predicted attitudes toward AAPs of intermediate strength. We explore the implications of these findings for the theory and practice of diversity management.

The purpose of this paper is to review the conference on “Teaching and Training Workplace Diversity: Best Practices and Research” held 13‐15 July 2007, on the campus of George Mason University, Fairfax, Virginia, USA.

This report highlights the conceptualization of the conference, its intended purpose, structure and participants, as well as specifics of the sessions offered for the benefit of the 56 conference attendees.

The essence of effective diversity management is to fully utilize all the human resources available and thereby to achieve the established purpose and associated goals and objectives. This conference in and of itself was a diversity management best practice, as its success largely depended on the active contribution of the participants.

The paper provides an original and interesting report of an atypical conference on diversity teaching and training, with a unique blend of offerings, which was effective in bringing together constituencies to affect attendees' performance of their respective roles. The positive post conference evaluations further confirmed that its structure indeed yielded a refreshing, intellectually stimulating experience for attendees.

To highlight the gender and diversity in organizations (GDO) division's conference program at the 66th Annual Meeting of the Academy of Management (AoM).

A select group of presentations are summarized based on observation, notes, discussions, and reading of material.

Attempts to advance diversity are being made via a variety of avenues to include research, teaching, and service efforts. Presentations illustrated how important diversity is at the individual, organizational, and societal levels of analysis.

The GDO division of the AoM is making positive strides as it relates to advancing diversity. This report summarizes some of the key contributions made during this conference.

The purpose of this paper, in the context of the employment equity (EE) field, is to explore the relationship between individual values/beliefs and simulated hiring decisions of minority candidates in Canada, France and Ireland.

Individual values/beliefs were elicited using Likert type scales; subjects responded to a series of simulated hiring scenarios.

The link between individual value and belief systems and EE‐related HR decision making on recruitment of minority candidates is modestly supported by the findings presented here. The values/beliefs of students from leading business schools influenced, if in part, their simulated hiring decisions on minority candidates presented in the scenarios. National context also matters as EE institutions differ at the societal level of analysis.

The subjects were business school students of limited work experience addressing scenario situations, not practicing managers making real hiring decisions. The use of self‐reports leads to the usual issues related to common method variance, the consistency motif, social desirability bias, and so on and we note the limits due to the reverse ecological fallacy. Research findings provide modest support to this argument but should be treated with caution.

Individual values and beliefs matter in HR decision making on recruitment of minority candidates.

Much EE research focuses on antecedents of values/beliefs; this paper is one of a handful of investigations that attempts to establish possible outcomes of values/beliefs towards EE.

The cruise sector's workforce is highly diverse in terms of nationalities, age, and gender. However, diversity in the workforce does not guarantee business success.

Decades of research on the effects of diversity indicate that it can negatively or positively affect an organization's performance. A more diverse workforce does not automatically perform better financially, feels more committed to their companies, nor experiences higher levels of satisfaction. Indeed, data suggest diversity may produce more conflict, employee turnover, but if well managed can lead to greater creativity and innovation.

This chapter explores the cruise industry's diversity and inclusion challenges and management practices. To examine what cruise companies are doing in this field, we reviewed the public data of the four largest cruise companies. We analyzed how these companies define diversity, their commitment to inclusion, their practices, their metrics, and their primary objectives.

Firstly, there is no theoretical model that includes all variables that affect the management of diversity in the cruise sector. Secondly, companies communicate a commitment to inclusion in their corporate social responsibility (CSR) reports and refer to similar policies implemented by the hospitality industry. Thirdly, the main challenges are the multicultural environment and the limited female representation.

The major limitation of this study is the data source. We recommend further studies supported by nonpublic company data. We encourage cruise industry leaders to support the research to develop an empirically tested model that captures the specific variables that affect diversity management in the industry.

The purpose of this paper is to explore the relationships between moral disengagement, individual differences (i.e. need for cognition (NFC), faith in intuition, legal authoritarianism) and responses to vigilantism.

US university students were surveyed.

NFC reduced support for vigilante justice while legal authoritarianism increased support for vigilante justice. Both relationships are mediated by moral disengagement, which also increases support for vigilante justice.

The present study provides a starting point for further research on individual differences and responses to vigilantism.

Results expand on the understanding of the function of individual differences in a morally charged decision-making task. Content has implications for academics and legal practitioners.

Vigilante justice is embedded within American culture. However, vigilantism is currently illegal, and recent instances of what might be considered vigilante justice (e.g. George Zimmerman, David Barajas) have highlighted the controversy surrounding such extralegal violence. Little research has focussed on the moral quandary posed by vigilantism.

The impact of the COVID-19 pandemic on crime has been highly variable. One possible source of variation runs indirectly through the impact that the pandemic had on groups tasked with preventing and responding to crime. Here, this paper aims to examine the impact of the pandemic on the activities undertaken by front-line workers in the City of Los Angeles Mayor’s Office of Gang Reduction and Youth Development (GRYD).

The authors use both autoregressive integrated moving average modeling and a regression-based event study design to identify changes in GRYD Community Intervention Worker proactive peacemaking and violence interruption activities induced by the onset of the City of Los Angeles “safter-at-home” lockdown.

Analyses show that the proactive peacemaking and violence interruption activities either remained stable or increased with the onset of the lockdown.

While the City of Los Angeles exempted GRYD’s Community Intervention Workers from lockdown restrictions, there was no guarantee that proactive peacemaking and violence interruption activities would continue unchanged. The authors conclude that these vital functions were indeed resilient in the face of major disruptions to daily life presented by the pandemic. However, the causal connection between stability in Community Intervention Worker activities and gang-related crime remains to be evaluated.