Dealing with diversity in workgroups: Preventing problems and promoting potential

Diversity is a popular topic among academics and practitioners alike. It is also a topic that is surrounded with controversies and passionate opinions. This makes understanding the ambiguous consequences of diversity a highly interesting and puzzling endeavor. To facilitate understanding of diversity's effects in workgroups, I present an overview of the state‐of‐the‐art in diversity research and discuss the potential problems and benefits that are associated with group diversity. Moreover, I discuss how research on diversity interventions uses this problems versus potential approach to distinguish moderators of diversity's effects. Based on this overview, I argue that similar to the importance of contingencies for predicting diversity's
effects, contingencies also play a crucial role in predicting the effectiveness of diversity interventions. As such, the current overview stresses the lack of main effects of both
diversity and diversity interventions. Finally, I discuss recent work illustrating these contingencies and conclude that positive diversity mindsets—favorable mental representations of group diversity—are a necessary prerequisite to prevent problems and promote potential of group diversity.