This study explored female managers' perceptions of diversity hiring. Most diversity studies
have used quantitative methodologies and have not explored the qualitative perceptions of
diversity hiring. The study's three research questions ask which personal attributes of
employees should be diverse within an organization for which jobs should diversity be a
criterion in the employee selection process and in which organizational situations should
diversity be a criterionin the employee selection process. The study follows the qualitative
methodology of generic qualitative inquiry and included in-depth interviews of twelve
participants. The population for the study is female managers who work in technology companies
within the United States. Analysis of the data collected from interviews observations and
artifact review occurred through open axial and selective coding. The study finds that these
participants value diversityamong a wide variety of employee personal attributes jobs and
organizational situations. The implications for practice are that hiring practices can promote
diversity when they reduce bias make diversity a priority throughout the recruiting process
and use targeted sources to reach awider spectrum of candidates
