Take a look at the passage and address the following:

• What is the knowledge gap identified by the researchers?
• What search terms might the researchers have used to identify the gap?
• What original contribution might the researchers make?
• How will filling the gap be a useful contribution? To whom?
• What are potential research questions to be formulated based upon the gap?

Empirical evidence in the literature is equivocal with respect to whether diversity practices are beneficial to the organization (Hartenian & Gudmundson, 2000; Jayne & Dipboye, 2004; Kochan et al., 2003; Wright, Ferris, Hiller, & Kroll, 1995). Disparities in research findings may be attributable to varied methodologies for assessing the effectiveness of diversity initiatives. Quantitative measures include productivity and financial metrics to assess organizational performance in a diverse workplace (Kochan et al., 2003) and descriptive affirmative action data (Hubbard, 2007; Svyantek & Bott, 2004). Effective diversity management programs are measured categorically in qualitative studies based upon perceptions of employees and organizational leaders relative to cultural responsiveness to change (Cox & Blake, 1991), responsiveness to customer needs (Kochan et al., 2003), and organization innovation, resilience, and creativity (Washington State Department of Personnel, 2011). Mixed findings from diversity studies imply the business case for benefits from diversity is inconclusive and the study of diversity is still a relatively new phenomenon (Tatli, 2010). Practitioner or organization models to measure the effectiveness of diversity initiatives reflect a similar and varied approach to the collection and analysis of diversity data (Lockwood, 2005), but no clear and consistent definition or multiple construct of success for diversity work.

Internal diversity staff and external consultants currently use a range of tools and approaches to measure the effectiveness of diversity efforts in the workplace. Although the research literature includes several studies on the effectiveness of diversity initiatives, the results are equivocal. What is missing is a clear and consistent definition of success for diversity initiatives that encompasses both tangible and intangible benefits.