Laura Morgan Roberts is Professor of Psychology, Culture, and Organization Studies at Antioch University, USA. Lynn Perry Wooten is Associate Dean of Undergraduate Programs and Clinical Associate Professor of Strategy, Management, and Organizations at the University of Michigan’s Ross School of Business, USA.Martin N. Davidson is Johnson and Higgins Professor of Business Administration at the Darden Graduate School of Business, University of Virginia, USA.

"The multiple disciplines associated with positive phenomena—including positive organizational scholarship—have been criticized as being narrow, culturally biased, and ignorant of issues related to diversity. This book is the best and most comprehensive treatment of these issues. It is sure to be the single most important compilation of knowledge and useful practice regarding issues of inclusion, diversity, prejudice, resilience, and equity by applying a positive lens." - Kim Cameron, University of Michigan, USA"This outstanding volume builds a much-needed bridge between diversity, inclusion and positive organizational scholarship. Historically, diversity has been equated with negative processes, such as discrimination, prejudice and marginalization. Applying a positive perspective, Roberts, Wooten, and Davidson truly break new ground in offering a compelling and personal volume that uncovers the rich positive possibilities of diversity for learning, growth and development. Drawing on the leading scholars in the field, this volume provides a unique compilation of thought-provoking and accessible essays that will illuminate and enliven the field of diversity and inclusion. This extraordinary volume unleashes the power of positive and is a must-have book for diversity scholars and practitioners." - Belle Rose Ragins, University of Wisconsin-Milwaukee, USA

• Introduction SECTION I: MULTIPLE IDENTITIES & RESOURCES Chapter 1: Positive Psychology’s Contributions and Prospects for Engaging Differences at Work Chapter 2: Resourcefulness in Action: The Case of Global Diversity Management Chapter 3: Sources of Strength: Mobilizing Minority Racial, Ethnic, and Cultural Identities as Resources Chapter 4: How Identities and Discrimination Catalyze Global Entrepreneurship Chapter 5: Intersectional Identity Salience and Positive Identity Construction SECTION II: AUTHENTICITY Chapter 6: Authenticity on One’s Own Terms Chapter 7: Authenticity and Organizational Norms: A Positive Organizational Scholarship Lens Chapter 8: If I’m Comfortable Does That Mean I’m Included? And If I’m Included, Will I Now Be Comfortable? Chapter 9: Authentic Affirmation? Considering the Cultural Relevance of Strength-Based Practices in Global Organizations SECTION III: RESILIENCE Chapter 10: Resilience and Failure Chapter 11: Racial Socialization and Resilience of Minority Group Members Chapter 12: Social Resilience: Building Persistence in Interracial Relationships SECTION IV: RELATING ACROSS DIFFERENCES Chapter 13: Leading Beyond "We": The Nature and Consequences of a Boundary Spanning Mindset Chapter 14: Mentoring as a Connecting Competency Builder: Examining POS as a Catalyst for Mentoring Across Dimensions of Diversity Chapter 15: Fostering High-quality Relationships Across Difference: Exploring a Care-Based Approach to Life Story-Telling and Life Story-Receiving Chapter 16: Discursive Spaces that Foster Transformative Learning in the Engaging of Differences: Implications for Global Society Chapter 17: Leveraging Difference in a "Have Your Say" World Chapter 18: The Two Faces of Ubuntu: An Inclusive Positive or Exclusive Parochial Leadership Perspective? SECTION V: INCLUSIVE & EQUITABLE SYSTEMS Chapter 19: Diversity Management as a Generative Strategic Process: When the Business Case Meets Positive Organizational Scholarship Chapter 20: From Exclusion to Inclusion: Inclusion and Empowerment in a South African Organization Chapter 21: Assessing Organizational Culture and Engaging Faculty Diversity in Higher Education Chapter 22: Learning Together: A Positive Approach to Diversity and Inclusion Education Chapter 23: Organizational Support and Empowerment of Diversity in Work-Life Identities SECTION VI: INNOVATIVE THINKING Chapter 24: Constructive Conflict: The Essential Role of Diversity in Organizational Innovation Chapter 25: The Benefits of Diversity for Innovation in Academic Research Chapter 26: Promoting the Positive Effects of Team Diversity through SOAR: An Inclusive Approach for Strategic Thinking, Planning, and Leading Chapter 27: Life on the Edge: How Weird People Thrive in Organizations (and What They Can Teach Us about Diversity and Inclusion) Conclusion: Building a Bridge to Positive Organizing Biographies of contributors, Index

Laura Morgan Roberts is Professor of Psychology, Culture, and Organization Studies at Antioch University, USA. Lynn Perry Wooten is Associate Dean of Undergraduate Programs and Clinical Associate Professor of Strategy, Management, and Organizations at the University of Michigan’s Ross School of Business, USA.Martin N. Davidson is Johnson and Higgins Professor of Business Administration at the Darden Graduate School of Business, University of Virginia, USA.

"The multiple disciplines associated with positive phenomena—including positive organizational scholarship—have been criticized as being narrow, culturally biased, and ignorant of issues related to diversity. This book is the best and most comprehensive treatment of these issues. It is sure to be the single most important compilation of knowledge and useful practice regarding issues of inclusion, diversity, prejudice, resilience, and equity by applying a positive lens." - Kim Cameron, University of Michigan, USA"This outstanding volume builds a much-needed bridge between diversity, inclusion and positive organizational scholarship. Historically, diversity has been equated with negative processes, such as discrimination, prejudice and marginalization. Applying a positive perspective, Roberts, Wooten, and Davidson truly break new ground in offering a compelling and personal volume that uncovers the rich positive possibilities of diversity for learning, growth and development. Drawing on the leading scholars in the field, this volume provides a unique compilation of thought-provoking and accessible essays that will illuminate and enliven the field of diversity and inclusion. This extraordinary volume unleashes the power of positive and is a must-have book for diversity scholars and practitioners." - Belle Rose Ragins, University of Wisconsin-Milwaukee, USA

• Introduction SECTION I: MULTIPLE IDENTITIES & RESOURCES Chapter 1: Positive Psychology’s Contributions and Prospects for Engaging Differences at Work Chapter 2: Resourcefulness in Action: The Case of Global Diversity Management Chapter 3: Sources of Strength: Mobilizing Minority Racial, Ethnic, and Cultural Identities as Resources Chapter 4: How Identities and Discrimination Catalyze Global Entrepreneurship Chapter 5: Intersectional Identity Salience and Positive Identity Construction SECTION II: AUTHENTICITY Chapter 6: Authenticity on One’s Own Terms Chapter 7: Authenticity and Organizational Norms: A Positive Organizational Scholarship Lens Chapter 8: If I’m Comfortable Does That Mean I’m Included? And If I’m Included, Will I Now Be Comfortable? Chapter 9: Authentic Affirmation? Considering the Cultural Relevance of Strength-Based Practices in Global Organizations SECTION III: RESILIENCE Chapter 10: Resilience and Failure Chapter 11: Racial Socialization and Resilience of Minority Group Members Chapter 12: Social Resilience: Building Persistence in Interracial Relationships SECTION IV: RELATING ACROSS DIFFERENCES Chapter 13: Leading Beyond "We": The Nature and Consequences of a Boundary Spanning Mindset Chapter 14: Mentoring as a Connecting Competency Builder: Examining POS as a Catalyst for Mentoring Across Dimensions of Diversity Chapter 15: Fostering High-quality Relationships Across Difference: Exploring a Care-Based Approach to Life Story-Telling and Life Story-Receiving Chapter 16: Discursive Spaces that Foster Transformative Learning in the Engaging of Differences: Implications for Global Society Chapter 17: Leveraging Difference in a "Have Your Say" World Chapter 18: The Two Faces of Ubuntu: An Inclusive Positive or Exclusive Parochial Leadership Perspective? SECTION V: INCLUSIVE & EQUITABLE SYSTEMS Chapter 19: Diversity Management as a Generative Strategic Process: When the Business Case Meets Positive Organizational Scholarship Chapter 20: From Exclusion to Inclusion: Inclusion and Empowerment in a South African Organization Chapter 21: Assessing Organizational Culture and Engaging Faculty Diversity in Higher Education Chapter 22: Learning Together: A Positive Approach to Diversity and Inclusion Education Chapter 23: Organizational Support and Empowerment of Diversity in Work-Life Identities SECTION VI: INNOVATIVE THINKING Chapter 24: Constructive Conflict: The Essential Role of Diversity in Organizational Innovation Chapter 25: The Benefits of Diversity for Innovation in Academic Research Chapter 26: Promoting the Positive Effects of Team Diversity through SOAR: An Inclusive Approach for Strategic Thinking, Planning, and Leading Chapter 27: Life on the Edge: How Weird People Thrive in Organizations (and What They Can Teach Us about Diversity and Inclusion) Conclusion: Building a Bridge to Positive Organizing Biographies of contributors, Index

Laura Morgan Roberts is Professor of Psychology, Culture, and Organization Studies at Antioch University, USA. Lynn Perry Wooten is Associate Dean of Undergraduate Programs and Clinical Associate Professor of Strategy, Management, and Organizations at the University of Michigan’s Ross School of Business, USA.Martin N. Davidson is Johnson and Higgins Professor of Business Administration at the Darden Graduate School of Business, University of Virginia, USA.

"The multiple disciplines associated with positive phenomena—including positive organizational scholarship—have been criticized as being narrow, culturally biased, and ignorant of issues related to diversity. This book is the best and most comprehensive treatment of these issues. It is sure to be the single most important compilation of knowledge and useful practice regarding issues of inclusion, diversity, prejudice, resilience, and equity by applying a positive lens." - Kim Cameron, University of Michigan, USA"This outstanding volume builds a much-needed bridge between diversity, inclusion and positive organizational scholarship. Historically, diversity has been equated with negative processes, such as discrimination, prejudice and marginalization. Applying a positive perspective, Roberts, Wooten, and Davidson truly break new ground in offering a compelling and personal volume that uncovers the rich positive possibilities of diversity for learning, growth and development. Drawing on the leading scholars in the field, this volume provides a unique compilation of thought-provoking and accessible essays that will illuminate and enliven the field of diversity and inclusion. This extraordinary volume unleashes the power of positive and is a must-have book for diversity scholars and practitioners." - Belle Rose Ragins, University of Wisconsin-Milwaukee, USA

• Introduction SECTION I: MULTIPLE IDENTITIES & RESOURCES Chapter 1: Positive Psychology’s Contributions and Prospects for Engaging Differences at Work Chapter 2: Resourcefulness in Action: The Case of Global Diversity Management Chapter 3: Sources of Strength: Mobilizing Minority Racial, Ethnic, and Cultural Identities as Resources Chapter 4: How Identities and Discrimination Catalyze Global Entrepreneurship Chapter 5: Intersectional Identity Salience and Positive Identity Construction SECTION II: AUTHENTICITY Chapter 6: Authenticity on One’s Own Terms Chapter 7: Authenticity and Organizational Norms: A Positive Organizational Scholarship Lens Chapter 8: If I’m Comfortable Does That Mean I’m Included? And If I’m Included, Will I Now Be Comfortable? Chapter 9: Authentic Affirmation? Considering the Cultural Relevance of Strength-Based Practices in Global Organizations SECTION III: RESILIENCE Chapter 10: Resilience and Failure Chapter 11: Racial Socialization and Resilience of Minority Group Members Chapter 12: Social Resilience: Building Persistence in Interracial Relationships SECTION IV: RELATING ACROSS DIFFERENCES Chapter 13: Leading Beyond "We": The Nature and Consequences of a Boundary Spanning Mindset Chapter 14: Mentoring as a Connecting Competency Builder: Examining POS as a Catalyst for Mentoring Across Dimensions of Diversity Chapter 15: Fostering High-quality Relationships Across Difference: Exploring a Care-Based Approach to Life Story-Telling and Life Story-Receiving Chapter 16: Discursive Spaces that Foster Transformative Learning in the Engaging of Differences: Implications for Global Society Chapter 17: Leveraging Difference in a "Have Your Say" World Chapter 18: The Two Faces of Ubuntu: An Inclusive Positive or Exclusive Parochial Leadership Perspective? SECTION V: INCLUSIVE & EQUITABLE SYSTEMS Chapter 19: Diversity Management as a Generative Strategic Process: When the Business Case Meets Positive Organizational Scholarship Chapter 20: From Exclusion to Inclusion: Inclusion and Empowerment in a South African Organization Chapter 21: Assessing Organizational Culture and Engaging Faculty Diversity in Higher Education Chapter 22: Learning Together: A Positive Approach to Diversity and Inclusion Education Chapter 23: Organizational Support and Empowerment of Diversity in Work-Life Identities SECTION VI: INNOVATIVE THINKING Chapter 24: Constructive Conflict: The Essential Role of Diversity in Organizational Innovation Chapter 25: The Benefits of Diversity for Innovation in Academic Research Chapter 26: Promoting the Positive Effects of Team Diversity through SOAR: An Inclusive Approach for Strategic Thinking, Planning, and Leading Chapter 27: Life on the Edge: How Weird People Thrive in Organizations (and What They Can Teach Us about Diversity and Inclusion) Conclusion: Building a Bridge to Positive Organizing Biographies of contributors, Index