An Inclusive Organizational Climate: Conceptualization, Antecedents, and Multi-Level Consequences


  • Marie-Élène Roberge Roosevelt University
  • Qiumei Jane Xu Northeastern Illinois University
  • Anna Lisa Aydin Goethe University Frankfurt
  • Wen-Rou Huang National Chung Cheng University


management, inclusive organizational climate, diversity management, identity, optimal distinctiveness theory


Creating an inclusive organizational climate is crucial to fully reach the full potential of diversity in organizations. Drawing on the optimal distinctiveness theory, we focus on the importance for an inclusive climate to optimally satisfy both, the need of belongingness and the need of uniqueness. We draw on the organizational climate literature and propose a conceptual model of an inclusive organizational climate. We contribute to the literature by refining the conceptualization of inclusive organizational climate, by examining five organizational antecedents (i.e., common in-group identity, weak faultlines, inclusive human resources policies and practices, functional communication, and inclusive leadership style), and by reviewing the literature on its potential multi-level consequences. Finally, the theoretical implications and practical applications of the proposed conceptual model are discussed.




How to Cite

Roberge, M.- Élène, Xu, Q. J., Aydin, A. L., & Huang, W.-R. (2021). An Inclusive Organizational Climate: Conceptualization, Antecedents, and Multi-Level Consequences. American Journal of Management, 21(5). Retrieved from