Mike interviews Astrid Homan about an experiment that examined the effects of team members’ beliefs about the value of diversity on team performance. Astrid and her co-authors found that although objective diversity had no effect on performance, team members’ beliefs about the value of diversity did. Specifically, diverse teams that valued diversity performed better than homogeneous teams and diverse teams that did not value diversity.
Astrid Homan graduated in 2001 in Communication Science at the University of Amsterdam. She then started her Ph.D. project at the department of Work and Organizational Psychology on the effects of diversity in teams. In 2002 she received a Fulbright Scholarship to do research at Michigan State University for three months. Since September 2005, she has worked as an assistant professor at the Social and Organizational Psychology department at Leiden University.
Recommended further readings:
- Daly, C.B. (1996). Does diversity matter? Harvard Business Review, 74(3), 10-11.
- Dahlin, K.B. Weingart, L.R, Hinds, P.J. (2005). Team diversity and information use. Academy of Management Journal, 48, 1107-1123.
- Homan, A.C., van Knippenberg, D., Van Kleef, G.A., De Dreu, C.K.W. (2007). Bridging faultlines by valuing diversity: Diversity beliefs, information elaboration, and performance in diverse work groups. Journal of Applied Psychology, 92, 1189-1199.
- van Knippenberg, D., Schippers, M.C. (2007). Work group diversity. Annual Review of Psychology, 58, 515-541.
Michael Johnson is an Assistant Professor in Department of Management and Organization at the University of Washington. He can be reached via email@example.com