While companies say they champion diversity, there are glaring disparities in diverse representation within managerial ranks. The authors examine the impact of various management practices on diverse representation in managerial roles and how often each management practice is utilized in organizations, shedding light on why organizations are not making greater progress toward diverse representation. Despite not working well for attaining diverse representation, diversity training is widely used in organizations. In contrast, formal mentoring programs and targeted recruitment are effective for increasing diverse representation but are underused. Indeed, the relationship between how often management practices are implemented in organizations and their effectiveness in attaining diverse representation is negative and strong. This article breaks down the practices organizations should utilize to achieve diverse representation, underscoring the need to shift toward practices that increase diverse representation in management.
