Research consistently shows that an inclusive work climate can enable the unit to harness the benefits of a diverse workforce. However, much of the existing literature relies on a problematic assumption: that all unit members perceive the environment in the same way. This perspective overlooks the impact of individual differences and characteristics in shaping perceptions. The purpose of this paper is to deepen our understanding of the complex manifestations of these climates. We follow an interactionist perspective to consider how climate level, climate strength, and unit demographics can be considered together to provide more information about how inclusion manifests within the unit. We used latent profile analysis to determine whether distinct types of climate might exist which vary in the unit’s level and strength of climate as well as in its demographic make-up. In our sample of 192 US government sub-agencies, latent profile analysis revealed the emergence of five distinct inclusion climate profiles that varied in their relationships with important collective outcomes (the unit’s overall job satisfaction, work engagement, turnover intentions, and performance). Our findings demonstrate that demographics are important to consider when interpreting the meaning and outcomes of a unit’s inclusion climate.
