The Interplay of Diversity Training and Diversity Beliefs on Team Creativity in Nationality Diverse Teams by Astrid C. Homan, Claudia Buengeler, Robert A. Eckhoff, Wendy P. van Ginkel and Sven C. Voelpel.
The journal puts forth the following research question; Does diversity training increase team creativity reflecting in better team cohesion and effectiveness but only for teams with less positive beliefs of diversity. The method in which the research is conducted is through a qualitative study whereas diversity beliefs questionnaires (online) were completed by 192 participants of 41 different nationalities. All of the participants were undergraduate students who were enrolled in an international university located in Germany. One of the gaps in the study was that the study failed to understand the long term effects of diversity training along with addressing the effects of it on individuals who have not been previously exposed to diverse conditions or diverse individuals. Additionally, the diversity training was only conducted for persons within an academic setting and may suggest that people outside of academia would respond much differently to diversity training.
The findings of the research suggest and support the idea that a lack of diversity in organizations may be a liability and that providing diversity training to teams and organizations with a little or no diversity can achieve positive results but at the same time, may result in a reduction of creative performance. The opposite was supported for organizations who were composed of a high amount of diverse individuals. The research also suggests that there is a positive effect of having mandatory diversity training and mention that voluntary diversity training may result in missing those who need diversity training the most. Last, the findings of the study suggest that organizational members who have less positive believes fo diversity may gain tools that can be used in their daily work.
Diversity Training in Intercollegiate Athletics by George B. Cunningham. The journal researched the outcome of diversity training in intercollegiate athletics. It investigates the idea that the size of the athletic department is positively associated with the adoption of diversity training, the amount of diverse individuals in a program is positively associated with the adoption of diverstity traning and a proactive diversity culture is positively assassociated with the adoption of diversity training.
The method for collecting data is qualitative as a questionnaire was given to Senior level administrators of Division I, II and III athletic programs. The sample consisted of mainly white men but also encompassed African American, Hispanic and Native Americans who all had significance experience with an average of 16.89 years of working in their field. The study intends to find to what degree do athletic departments focus on discrimination in the workplace and do they engage in efforts (diversity training) to minimize or eliminate this discrimination. The study found that the size of the athletic department was related to the adoption of diverstity training in several ways. The main points of the study revealed that the more diverse the athletic department was, the more they were inclined to engage in diversity training. It also revealed that budget constraints were a factor as smaller athletic departments had smaller budgets and would adopt diversity training but to a lesser degree.
A gap in the study was that it did not indicate how the diversity training was subsequently used to the benefit of the athletic organizations and its effects. It also never addressed how diversity training affected collegiate organizations who were composed of teams which traditionally were all one ethnicity i.e. tennis, hockey, swimming ect.
LIMITATIONS OF DIVERSITY TRAINING
Diversity training Preconceptions: the Effects of Training Race and Gender on Perceptions of Diversity Trainer Efectiveness by Benjamin E. Liberman, Caryn J. Block and Sandy M. Koch.
This journal proposes the research question of who should conduct diversity training and will that trainer have an effect on perceived training effectiveness?

THEME: DIVERSITY AND TRAINING | JOURNAL, ARTICLE OR DISSERTATION | Title and Author | The Interplay of Diversity Training and Diversity Beliefs on Team Creativity in Nationality Diverse Teams by Astrid C. Homan, Claudia Buengeler, Robert A. Eckhoff, Wendy P. van Ginkel and Sven C. Voelpel | Research Question | The journal researched the outcome of diversity training in intercollegiate athletics. It investigates the idea that the size of the athletic department is positively associated with the adoption of diversity training, the amount of diverse individuals in a program is positively associated with the adoption of diversity training and a proactive diversity culture is positively associated with the adoption of diversity training | Sample | 192 participants of 41 different nationalities. All of the participants were undergraduate students who were enrolled in an international university located in Germany. | Methodology | The method in which the research is conducted is through a qualitative study whereas diversity beliefs questionnaires | Research Gaps | in the study was that the study failed to understand the long term effects of diversity training along with addressing the effects of it on individuals who have not been previously exposed to diverse conditions or diverse individuals. | Findings | The findings of the research suggest and support the idea that a lack of diversity in organizations may be a liability and that providing diversity training to teams and organizations with a little or no diversity can achieve positive results but at the same time, may result in a reduction of creative performance. The opposite was supported for organizations who were composed of a high amount of diverse individuals. The research also suggests that there is a positive effect of having mandatory diversity training and mention that voluntary diversity training may result in missing those who need diversity training the most. Last, the findings of the study suggest that organizational members who have less positive believes of diversity may gain tools that can be used in their daily work. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | Diversity Training in Intercollegiate Athletics by George B. Cunningham. | Research Question | Does diversity training increase team creativity reflecting in better team cohesion and effectiveness but only for teams with less positive beliefs of diversity? | Sample | The sample consisted of mainly white men but also encompassed African American, Hispanic and Native Americans who all had significance experience with an average of 16.89 years of working in their field | Methodology | The method for collecting data is qualitative as a questionnaire was given to Senior level administrators of Division I, II and III athletic programs | Research Gaps | A gap in the study was that it did not indicate how the diversity training was subsequently used to the benefit of the athletic organizations and its effects. It also never addressed how diversity training affected collegiate organizations who were composed of teams which traditionally were all one ethnicity i.e. tennis, hockey, swimming ect | Findings | The study found that the size of the athletic department was related to the adoption of diversity training in several ways. The main points of the study revealed that the more diverse the athletic department was, the more they were inclined to engage in diversity training. It also revealed that budget constraints were a factor as smaller athletic departments had smaller budgets and would adopt diversity training but to a lesser degree. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author (non imperical) | Diversity Trends, Practices and Challenges in the Financial Services Industry by Sandra Miller and James Tucker. | Article Summary | This article discusses the trends set for to recruit minorities, enable diversity initiatives and to successfully manage diversity. The article begins with listing several diversity policies from companies in the financial services field such as JP Morgan Chase and The Financial Regulatory Authority. The article then goes on to examine several diversity and recruiting initiatives after providing several definitions of diversity and diversity management. Later the article focuses on federal mandates to promote diversity in the financial services field which include EEOC and Affirmative Action. It also cites congressional mandates to the Government Accountability Office. The article displays statistical information on trends of minority recruitment over the years showing both increases and decreases throughout. He article concludes with some recoomendations for the future and also list challenges for finacia services organizations in complying with federally mandated coorespondence and other diversity inclusion initiatives. |

THEME: LIMITATIONS OF DIVERSITY TRAINING

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | Diversity training Preconceptions: the Effects of Training Race and Gender on Perceptions of Diversity Trainer Effectiveness by Benjamin E. Liberman, Caryn J. Block and Sandy M. Koch. | Research Question | This journal proposes the research question of who should conduct diversity training and will that trainer have an effect on perceived training effectiveness? | Sample | 124 undergraduates extracted from a psychology course within a large southeastern university. The sample consisted of 103 Whites, 10 Blacks and 11 Asians. The average age was 19.1 years of age | Methodology | The methodology was quantitative and the participants were initially informed that they would be subject to a diversity training session by the fictional trainer whose experience was listed in the information packet the sampled received. The training never occurred and was never intended but the researcher wanted the persons sampled to believe there would be. | Research Gaps | The study doesn’t cover how the sampled would have evaluated a Black trainer after getting actual training from one. The research also cannot say if the perception was because of the fictional credentials given to the fictional trainer of simpl because he was black. | Findings | The findings suggest that the trainer’s race does influence effectiveness perceptions. The study also revealed that blacks would be perceived as more effective diversity trainers and that gender had no main effect on perception of a good diversity trainer. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | A Multilevel study of the Relationships Between Diversity Training, Ethnic Discrimination and Satisfaction in Organizations by Eden King, Jeremy Dawson, David Kravitz and Lisa Gulick | Research Question | 1. Are ethnic minorities who participate in diversity training experience ethic discrimination more than it is for whites? 2. Is ethnic discrimination among ethnic minorities associated with job satisfaction? 3. Does the relationship between individual discrimination and job satisfaction increase as organizational discrimination increases among ethnic minorities? 4. Does the relationship between individual discrimination and job satisfaction increase as organizational discrimination decrease among ethnic minorities? | Sample | Sample was extracted from The National Health Care Services (UK) health care workers. 155922 individuals received surveys and a response rate of 54% returned usable surveys. 80% were woman and 11% were from individuals with a non white background. 14% were under the age of 30, 24% were between 31 to 40% and 34% were between 41 and 50 y.o.a.All the respondendts were either health care professionals, administrative or clerical staff, general managers and maitainance staff, with a small amount being from other occupational groups within the health system | Methodology | Quantitative surveys were sent out to the participants and all persons within the National Health Service were required to take the assessment or questionare. | Research Gaps | There is no casual information linking the learning outcomes of diversity training with organizational outcomes. | Findings | The study found that can have a positive effect on individuals and the organization b reducing the discrimination that ethnic minorities experience. It was also found that the negative consequences of individual experiences of discrimination depends on organizational discrimination and the makeup of the ethnicity of the person being discriminated against. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author (non-empirical) | Authentic Tolerance: Between Forbearance and Acceptance by C.W. Von Bergen, Beth A. Von Bergen, Claire Stubblefield and Diane Bandow. | Article summary | The article defines tolerance in several contexts and suggests that the definition of tolerance has changed over the years. The article asserts that the word tolerance should not be a “blank check” to say or do whatever one desires when it comes to race relations and diversity. It goes on to assert that diversity training should enable a more tolerant workplace although there are limitations to such. Finally, the authors agree that tolerance should be defined as treating others with respect but doesn’t change our commitment to how we feel about our believes concerning injustices and inequities in the workplace. Finally, the authors indicate that defining and understanding tolerance is a good approach to addressing inclusion in the workplace of diverse individuals. |
Subtheme: Effectiveness of diversity training | JOURNAL, ARTICLE OR DISSERTATION | Title and Author (non empirical) | “A GEM” for Increasing the Effectiveness of Diversity Training by Faye Cocchiara, Mary Connerley and Myrtle Bell. | Article Summary | The article begins and establishes that divirstiy is a reality in all organizations today and that all human resource professionals will have to deal with in their careers. It continues by asserting that many leaders understand the impact of diversity along with it’s perceptions of equality and fairness. The article then turns and speaks about evidence of diversity training and how it is structured. It discussed the behavioral evidence that diversity training effectiveness has on organizations and explains the concepts of how effective diversity training presents itself.The article then discusses how effective diversity training can look in the future and offerers a four step process to ensure the effectiveness of diversity training which they label as AGEM (Goals, Approaches, Executive commitment and Mandatory Attendence). The article concludes with the realization that past programs have not been effective because of poor planning and that the AGEM method is not exhaustive and suggests that cultural change is continuous and leaders must address it consitantly and throughout. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | Employee Perceptions of Effectiveness of Diversity Management in the Australian Public Service; Rhetoric and Reality by Zhanna Soldan and Alan Nankervis | Research Question | Does Divirsity Management initiatives and rhetoric transulate into the effectiveness of subsequent implementation of diversity training. | Sample | The sample is extracted from on eof the largest federal government agencies in Australia. A total of 18 employees participated in the research. They were 11 females and 7 males. The majority was caucasion (11) and the others being indingenous persons of color. 5 of the sampled were in their 30’s and 9 were in their 50’s which had an average of 8.5 years of service with the government. All of the sampled were full time workers and their positions varied from non supervisory, line managers and supervisors. | Methodology | This study was qualitative with face to face interviews being the method in which data was collected. | Research Gaps | It was unknown if commitment was correlated to implementation. | Findings | The findings indicated that diversity management practices rarel match the intended goals of policy makers and fall short of HR policy makers. The results also suggests that it is the lack of initiative by line management that result in an ineffectiveness of diversity management and training. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | THE IMPACT OF WORKFORCE DIVERSITY ON ORGANIZATIONAL EFECTIVENESS: A STUDY ON A NIGERIAN BANK by Omankhanlen Alex Ehimare and Joshua O. Ogaga-Oghene | Research Question | What is the impact of workforce diversity on organizational effectiveness within a Nigerian Bank. Are workgroups that are demographically diverse less effective in workgroup contexts that reside in oriented cultures which do not emphasize competition? Are workgroups that are demographically diverse more likely to be effective when they pursue growth business strategies that contexts who do not pursue growth business strategies? | Sample | The sample was derived from work teams from the banks 62 baranches in Lagos. The sample was taken from 120 work teams which reflected the vast metropolitan demographics composition of Lagos. | Methodology | The methodology was questionnaires which were given and completed as a team from all of the teams sureveyed. | Research Gaps | It is unknown what dempgraphics influenced organizational effectiveness leaving the understanding of demographic diversity a mystery. | Findings | The findings were that workforce diversity had an impact on organizational effectiveness although gender, ethnicity and age were not a factor. Therefore it was the demographic diversity which made a difference on organizational effectiveness. |
Respect and Acceptance

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author (non empirical) | THE ACCEPTANCE AND RECOGNITION OF CULTURAL DIERSITY IN FOREIGN LANGUAGE TEACHING by Korkut Uluc Isisag. | Article Summary | The article begins with discussing cultural awareness and how it is an important factor in today’s world because of the world being multicultural more than ever before. Discussing the degrees of cultural awareness it then discusses intercultural compentence and the necessity of a cultural understanding and perspective. The article then discusses one’s tolerance and acceptance of others cultural beliefs norms and values. Tolarance and acceptance then dominates the discussion with the realization of the benefits of intercultural compentence as a way as preparing for successful interaction with people of diverse cultures. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | A MUTUAL ACCULTURATION MODEL OF MULTICULTURAL CAMPUS CLIMATE AND ACCEPTANCE OF DIVERSITY by Samantha Simmons, Michele Wittig and Sheila Grant. | Research Question | Is there a relationship between college students perceptions of their multicultural climate and their acceptance of racial/ethnic diversity? | Sample | 465 college students from a public university in California. The sample was comprised of 75.3% females and 22.6% males with 2% declining to state their gender. The age range was from 19 – 55 years of age. | Methodology | Survey data was collected from several terms of a specific laboratory course during a 4 year period. The participants received 20 survey instruments which were given by the instructor from the laboratory course. | Research Gaps | It is unknown how the students felt about diversity before entering college and if their previous experiences influenced their interactions with different ethnicities beforehand. | Findings | The study revealed that interactions with multicultural students mediated the acceptance of other races and ethnicities, even more so for white students. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | RESPECT FOR CULTURAL DIVERSITY AND THE EMPIRICAL TURN IN BIOETHNICS: A PLEA FOR CAUTION b Karon Mbugua | Summary of Article | The study attempts to prove that sensitivity to cultural diversity will result in an acceptance of it in a rational discourse and increase tolerance when it comes to diversity. The article discusses how diverse individuals see the world through different lenses and that the dominate culture, Anglo American is accepted but when forced, diverse persons reject it as unjust and suggest it is cultural imperialism. The critisicm is that the Anglo American philosophy ignores cultural factors and denies the ethical decision making process. The author suggests a moderate form of naturalism that does not threaten diverse persons or their cultures. This leads to a natural acceptance of diversity and respect of new views. | | |
Unequal treatment | JOURNAL, ARTICLE OR DISSERTATION | Title and Author | ERADICATING BIAS IN THE JUSTICE SYSTEM: UNEQUAL TREATMENT BREEDS ANGER, FRUSTRATION IN THE MINORITY COMMUNITIES by R. William Ide III | Summary of Article | The article begins with stating a exert from the constitution; all men are created equal. The discussion quickly moves to attempt to what failed in America after the constitution and Civil Rights movement and why are interations with society from the stand point of minorities, so inequitable. Frustration of the black community is set forth leading to the discussion of violent protests and rioting by minorities, particular after the Rodney King incident. A conference is proposed with leaders of the black and Hispanic communities is suggested to ascertain what needs to be done for minoritites to be treated fairly and restore their faith in the justice system. The article concludes with suggested recommendations to assist in leveling the playing field of minorities and ultimately fair and equal treatment. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | DOES TWENTY-FIVE YEARS MAKE A DIFFERENCE IN UNEQUAL TREATMENT? THE PERSISTANCE OF RACIAL DISPARITIES IN HEALTH CARE THEN AND NOW by Ruqaiijah Yearby | Summary of Article | The article discusses disparities in the health care system between minorities and whites. It bases its argument on initiatives by Bill Clinton to eliminate racial and ethnic disparities in the health care system. The study indicated that the gaps between white and minorities whne it came to health care were increasing and not decreasing. The discussion then turns to the reasons in which scholars and researchers understand the disparity citing cultural differences, insurance status, socioeconomic status and education levels. The article gives several examples of unequal treatment and finally adds suggestions to eradicate discrimination, calling upon the government to enforce the Civil Rights Act of 1964 as one of the initiatives. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | AFRICAN AMERICANS CAN’T WIN, BREAK EVEN, OR EVEN GET OUT OF THE SYSTEM: THE PERSISTENCE OF UNEQUAL TREATMENT IN NURSING HOME CARE by Ruqaiijah Yearby | Summary of Article | The article discusses the disparities between minorities in black nuringin home compared to whites and goes on to speak about the poor conditions in minority nursing homes. This disparity is based on racial bias and demonstrates that African Americans can’t win when going to nursing homes. The body of the study indicates and supports the very same ideas used in segregating blacks in the past has been applied to black nursing homes and then goes into detail about unequal treatment in society of African Americans. The study continually finds information to support the thought that this unequal treatment is based on African Americans socioeconomic status. |
DIVERSITY AND TRAINING: Diversity Initiatives

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | THE CHALLENGE OF FOSTERING CROSS-CULTURAL INTERACTIONS: A CASE STUDY OF INTERNATIONAL GRADUATE STUDENTS’ PERSPECTIVES ON DIVERSITY INITIATIVES by Cindyann Rose-redwood | Summary of Article | The study begins with recognizing how international student enrollement is rising and initially seeks to understand how international students perceives American universities diversity initiatives. It also seeks how these diversity initiatives affect their social interaction while studying at the said university. The researcher analyses qualitative data to understand how the interactions of students may or may not be related to the universities diversity initiatives. The study concludes with the thought that while this particular university has diversity initiatives and is committed to diversity among the students, it has much more work to do to increase positive diversity throughout the student body. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | INSTITUTIONAL STRATEGIES TO ACHIEVE DIVERSITY AND INCLUSION IN PHARMACY EDUCATION by Carla White, Brittney Louis, Adam Persky, Davon Townsend Howell, LaToya Griffin, Amica Simmons-Yon and Kelly Scolaro. | Summary of Article | The article attempts to evaluate the institutional initiatives to increase minority recruitment and part of a strategy to increase diversity and diversity inclusion. After discussing a brief history of institutions and their past the study investigates an office, Office of Recruitment, Development and Diversity Initiatives (ORDDI) nad how they attempt to engage in a strategy of increasing diversity recruitment and inclusion. The study investigates the strategies of the ORDDI and scrutinizes them to ascertain their effectiveness thoughout the pharmaceutical profession. The authors research if the strategies and programs set forth do have an impact and deliver their findings in a comprehensive manner. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | UNIVERSITY SCHOOL OF EDUCATION PROMOTING DIVERSITY AWARENESS AND INITIATIVES by Great Freeman, Rebecca Faulkner, Marilyn Izzard and Jim Charles. | Summary of Article | The study suggests that many teachers are not prepared to work with diverse persons and it then suggests programs to support diversity initiatives by addressing teachers compentences as they relate to managing diversity. The researchers suggest specific training with onlin reseources and also attending diversity conferences to enhance teachers skills in promoting diversity and being able to handle divers students. Ths study also suggests that teachers collaborate with others from successful diversity programs in different schools and universities. The major initiative in this study is to understand how perceptions of being treated fail affect students and the learning processes. |
Diversity outcomes | JOURNAL, ARTICLE OR DISSERTATION | Title and Author | DIVERSITY IS IN THE EYE OF THE BEHOLDER: DIVERSITY PERCEPTIONS OF MANAGERS by Geetha Garib | Research Question | Is the perception of employee diversity measured by differeing opinion, values and attitudes and does it lead to poor organizationa outcomes? Is the perception of employee diversity in the way of knowledge and information (or various levels of expertise) lead to positive organizationa outcomes? Does the perception of employee diversity disparity lead to negative organizational outcome or effectiveness? | Sample | 209 organizations across the country of the Netherlands. It included organizations from sports (12%), Culture (13%), Tourism and recreation (44%), Other (27%) and, Unidentified (4%). | Methodology | Surveys were given and a qualitative study ensured | Research Gaps | The gap is that we are not confirming or supporting actual data which would indicate if diversity in its different forms impacts organizational performance by the way of effectiveness. The study hinges on perceptions of managers. | Findings | The study fins that various perceptions of managers can have an effect on organizational effectiveness but also suggests that perceptions of diversity of the manager has ebbs and flows depending on manager’s view on diversity. Finally the authors suggest that diversity is not always the releveance but its perception matters in how diversity impacts the organization. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | DIVERSITY AND ITS IMPACT ON ORGANIZATIONAL PERFORMANCE: THE INFLUENCE OF DIVERSITY CONSTRUCTIONS ON EXPECTATIONS AND OUTCOMES by Starlene Simons and Kimberly Rowland. | Research Question | How well does research reflect diversity outcomes? | Sample | Various articles; field studies, surveys and other empirical findings. | Methodology | A literature research was the method of extracting data through searching through articles of discussions of diversity managemenet, literature search and review methodology. | Research Gaps | Using alternative definition of diversity and diversity management leaves a gap as most of these alternative definitions have not been put into practice within any research or pratical application in organizations. | Findings | The paper found differences in social diversity and functional diversity and offers this contribution to the field with a better understanding of the potential outcomes of each. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | LINKING DIVERSITY AND CIVIC-MINDED PRACTICES WITH STUDENT OUTCOMES: NEW EVIDENCE FROM NATIONAL SURVEYS by Sylvia Hurtado and Linda Deangelo | Summary of Article | The article initially suggests that students need to be prepared to go into the world in several ways but place emphasis on democracy and fair treatment of all persons. This leads to a conversation about diversity. The article compiles surveys and studies from the Higher Education Research Institute is an effort to ascertain measures of students diversity related experiences and link them to educational purposes. The research poses and attempts to answer the question as to how diversity experiences by students lend themselves to preparing them to go into the workforce improving it. |

Positive effects of diversity

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | THE BLACK BOX OF DIVERSITY IN SPORTS TEAMS: CONVERGING FACTORS AND THEORETICAL EXPLORATIONS by Claudia Stura and Darina Lepadutu. | Summary of Article | The study explores the positive effects of culturally diverse teams. Ths study examines the out group and in group relationships with diverse team members and without them coming to the conlusion that diverse team mebers will be redily accepted in the out groups but also may attaract members form the in group because of inherent differences which spur curiosity. Because of this, the teams ingroups and outgroups may create a closer bond which will then leader to an positive outcome for the team(s). The study finds that diversity among teams broadens knowledge, expertise and insights and more frequently results in positive outcomes than negative ones. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | IN DIVERSITY WE TRUST: THE POSITIVE EFFECT OF ETHNIC DIVERSITY ON OUTGROUP TRUST by Birte Gundelach | Research Question | Does ethnic diversity strengthens outgroup trust? Does ethnic diversity weaken outgroup trust. | Sample | Data was used from a previous survey from 2005-2008 | Methodology | Surveys were used in a quantitative study. | Research Gaps | Trust in outgroups is not known to increase group effectiveness and this is a potential gap to conduct subsequent research on. | Findings | The data proved the two questions plausible but the authors suggest that diversity over time strengthens trust towards outgroups. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | GENDER DIVERSITY: HOW CAN WE FACILITATE POSITIVE EFFECTS ON TEAMS? By Jee Young Seong and Doo-Seung Hong | Research Question | Does cooperate group norms moderate the relationship between gender diversity and team commitment creating a negative affect in high cooperative teams? Doestransformational leadership between gender diversity and team commitment by reducing the negative effects of gender diversity enhance team commitment? | Sample | Sample was derived from 50 work teams in the IT profession comprising a response rate of 48 teams and 294 individuals. Team managers and leaders were included in this sample and are represented in the aforementioned numbers. | Methodology | A qualitative method was used as surveys were distributed. | Research Gaps | Finding why transformational leadership was ineffective in reducing the negative effect of gender diversity on team performance is a gap that can be researched in the future. | Findings | The first question was supported but the second one was not. |

| JOURNAL, ARTICLE OR DISSERTATION | Title and Author | Authentic Tolerance: Between Forbearance and Acceptance by C.W. Von Bergen, Beth A. Von Bergen, Claire Stubblefield and Diane Bandow. | Research Question | | Sample | | Methodology | | Research Gaps | | Findings | |