Percentage of work-group diversity and work-group effectiveness

Diversity in group membership can present both advantages and disadvantages for group performance. The authors examined how different percentages in w ork-group diversity categories (gender, minority, and persons with disabili ties) affected measures of group effectiveness (commitment, overall effecti veness, satisfaction, cohesion, trust, equal opportunity climate, and quali ty) taken from the Military Equal Opportunity Climate Survey Test Version 3 .1 (Talking Paper, 1998). The gender and minority, but not persons with dis abilities, categories showed increases in perceived work-group effectivenes s at the 11-30% diversity level. Results are discussed in terms of possible optimum diversity levels, expanded measures of diversity, and team develop ment of diverse work groups.