• Work

• External Shocks

• Reshaping organizational forms

The Double-Edged Sword of “Being Out” at Work: Its Impact on Perceived Professionalism, Morality, and Cooperation Intentions  Heteroprofessionalism at Work: Identity Conflict, Disclosure, and Related Negative Emotions in Heteronormative Workplaces How Gender, Sexual Orientation, and Their Expression Influence Perceived Professionalism: A Factorial Survey Experiment “Are They Just Putting Up With Me”? How Diversity Approaches Impact LGBTQ+ Employees’ Sense of Being Tolerated at Work Celebrating the “Invisible”: The Role of Organizational Diversity Approaches on Attracting and Retaining LGBTQ+ Talent

How Gender, Sexual Orientation, and Their Expression Influence Perceived Professionalism: A Factorial Survey Experiment Heteroprofessionalism at Work: Identity Conflict, Disclosure, and Related Negative Emotions in Heteronormative Workplaces The Double-Edged Sword of “Being Out” at Work: Its Impact on Perceived Professionalism, Morality, and Cooperation Intentions 

Inclusive workplace climates are central to translating employee diversity into positive outcomes, yet questions remain about how organizational diversity, equity, and inclusion (DEI) policies can foster such climates. Drawing on the diversity approaches paradigm, signaling theory, identity safety theory, and the intended–actual–experienced framework, this research examined whether an identity-conscious approach, in addition to identity-blind approaches, is associated with employees’ perceptions of an inclusive climate, and whether these associations differ by minority status. Using data from the Netherlands Inclusivity Monitor, we linked HR-reported policies with survey responses from 20,205 employees across 51 organizations, thereby capturing diversity approaches at both the organization-policy and employee-perception levels. Multilevel analyses showed that identity-conscious policies were significantly, though modestly, associated with perceptions of an inclusive climate. Importantly, employees’ own perceptions of identity-consciousness were strongly related to perceived inclusive climate for both majority and minority employees, with somewhat stronger associations among minority employees. These findings suggest the importance of employees’ lived experiences in meaningfully shifting organizational climates. The study contributes to research on diversity approaches by simultaneously considering the impact of formal and perceived policies and highlighting the policy-experienced gap, which reflects cross-level differences between organizational policy signals and employees’ interpretations of them. Keywords: diversity approach, inclusive climate, cross-level, minority/ majority, Intended-Actual-Experienced framework

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