The paper tests the diversity typology associations with organisational outcomes set out by Harrison & Klein (2007) based on variety, separation and disparity. The main finding is that variety has a positive significant association with positive organisational outcomes, as well as on organisational performance. The way diversity is perceived in an organisational setting can have important relations with how organisational performance is perceived. This study has a strong practical implementation as in organisations where diversity is viewed as variety, diversity can have positive associations and thereby diversity can have an added value for society and organisations. The study is unique in providing empirical evidence for a diversity typology, operationalising this typology and providing evidence for links with organisational outcomes and organisational performance. No current study contains an operationalisation of the diversity typology of Harrison and Klein (2007) while linking it to organisational outcomes.
diversity perceptions, variety, disparity, separation, Italian employees.