The findings reveal significant associations between positive contact experiences with individuals from immigrant backgrounds, diversity values, other-orientation, age, and gender, and the respondents’ willingness to support diversity practices. Particularly, the study contends that comprehending the historical contact with outgroups targeted by specific HR diversity practices may serve as a central mechanism influencing individuals’ willingness to adopt such practices. (Abramovic & Traavik, 2017).

Abramovic, G., & Traavik, L. E. M. (2017). Support for diversity practices in Norway: Depends on who you are and whom you have met. European Management Journal, 35(4), 454–463. https://doi.org/10.1016/j.emj.2017.04.002