Background:

Due to globalization, growing international migration, population ageing, complexity of current socio-economic phenomena and increasing inclusion of women in workforce, the labor market nowadays is more diversified than ever. Each person is likely to collaborate with colleagues of different race, gender, age and educational and professional background.

Problem:

The increasing workforce diversity can be perceived differently. The perception of diversity affects decision-making, can take the form of self-fulfilling prophecy or stereotype threat and affects persisting social biases. Therefore, it is important to understand perceptions. Since perceptions are affected by context, it makes sense to compare the perceptions formed in various macro environments (for example, in different countries).

Purpose:

The purpose of this study is to compare the perception of managerial diversity effects in Russian Federation and in Sweden. The diversity will be analyzed in terms of such factors as gender, age, organizational tenure, educational background, migration experience and work experience.

Method:

In order to achieve in-depth understanding of the diversity perception, quantitative research of Russian and Swedish managers was conducted. Semi-structured interviews were made with 11 managers in 4 companies. Both perceptions of diversity and context of these perceptions were analyzed.

Conclusion:

The analysis reveals that the actual perceptions of diversity effects are consistent with the theory. For example, perceived positive diversity effects include accumulated knowledge and skills inside the team. These knowledge and skills themselves are the factors of growth; in addition their combination improves decision-making process. Perceived negative diversity effects include difficulties in communication, unproductive conflicts and increase of time required for decision-making. The factor that differs significantly between Russia and Sweden is diversity awareness. These findings can be used to incorporate workforce diversity.