The workforce is increasingly diverse due to globalization, women's rising labor participation, and demographic shifts, prompting companies to seek effective responses. However, research in this area is often inconsistent and fragmented. This dissertation connects diversity and organizational climate, focusing on diversity climate or climate for inclusion, to provide insights for better organizational management. Study 1 reveals a significant lack of high-quality empirical research on disability compared to other diversity dimensions like age, gender, and culture. Through expert interviews, it identifies methodological challenges in disability research and suggests solutions, emphasizing the need for more attention on disability as a critical aspect of diversity. The second study analyzes the leadership-performance relationship among 20,639 employees from 157 companies, identifying transformational leadership climate and organizational identity strength as mediators. This is the first study to link identity strength with organizational performance and explores the cascading effects of leadership. Study 3 examines the impact of diversity climate on group-level performance using a sample of 7,689 employees from 211 work groups. It identifies work group discrimination as a mediator in this relationship, particularly in larger groups. This research addresses the empirical gap regarding discrimination's role between group clim
