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California School of Professional Psychology

Clinical Psychology

San Diego Campus

Distinguished Professor

Distinguished Professor

Alliant International University San Diego
10455 Pomerado Road
San Diego CA 92131

858-635-4408

Courses, Research Interests, Publications

I/O Psychology Research Project

Consulting Psychology Research Project

Research Seminar

Cultural Diversity in Organizations

Professional Development Group

Multiculturalism in Organizations

Advanced Social Psychology

Organizational Psychology in the Americas

Organization Development: An International Perspective

Applied Group Dynamics

Diversity, multiculturalism, and inclusion in organizations; inclusive and multicultural leadership; Latinos/Latinas in the United States; Latino/a leadership; ethnic and cultural identity; group and intergroup behavior; organization development; organizational behavior; psychology in the Americas

Wasserman, I. C., Gallegos, P. V., & Ferdman, B. M. (2008). Dancing with resistance: Leadership challenges in fostering a culture of inclusion. In K. M. Thomas (Ed.), Diversity resistance in organizations: Manifestations and solutions (pp. 175-200). New York: Taylor and Francis.

Gallegos, P. V. & Ferdman, B. M. (2007). Identity orientations of Latinos in the United States: Implications for leaders and organizations. Business Journal of Hispanic Research, 1 (1), 26-41.

Ferdman, B. M. (2004). The inclusive workplace. In G. N. Powell, Managing a diverse workforce (2nd. ed.) (pp. 165-168). Thousand Oaks, CA: Sage.

Holvino, E., Ferdman, B. M., & Merrill-Sands, D. (2004). Creating and sustaining diversity and inclusion in organizations: Strategies and approaches. In M. S. Stockdale & F. J. Crosby (Eds.), The psychology and management of workplace diversity (pp. 245-276). Malden, MA: Blackwell.

Ferdman, B. M. (2003). Key principles for building diversity and inclusion. The California Psychologist, 36(6), 11-12.

Crosby, F. J., Ferdman, B. M., & Wingate, B. R. (2003). Addressing and redresssing discrimination: Affirmative action in social psychological perspective. In M. B. Brewer & M. Hewstone (Eds.), Applied social psychology (pp. 206-224). Oxford: Blackwell. [Reprint of Crosby et al. 2001]

Ferdman, B. M. (2003). Preface. In J. P. Toro & J. F. Villegas (Eds.), Problemas centrales para la formaci#n acade'mica y el entrenamiento profesional del psic#logo en las Ame'ricas, Volumen II [ Key issues in the academic preparation and professional training of psychologists in the Americas, Volume 2]. Santiago, Chile: Sociedad Interamericana de Psicologa.

Davidson, M. N. & Ferdman, B. M. (2003). A matter of difference- Making the tough calls: Negotiating exclusion in inclusive and diverse organizations. The Industrial-Organizational Psychologist, 41 (1), 161-166.

Ferdman, B. M. (2003). A matter of difference-Accounts of inclusion (and exclusion). The Industrial-Organizational Psychologist, 40 (4), 81-86.

Ferdman, B. M. (2003). Learning about our and other selves: Multiple identities and their sources. In N. Boyacigiller, R. Goodman, & M. Phillips (Eds.), Crossing cultures: Insights from master teachers (pp. 49-61). London: Routledge.

Davidson, M. N. & Ferdman, B. M. (2003). A matter of difference-Here and there: A conversation about identity. The Industrial-Organizational Psychologist, 41 (3), 47-53.

Ferdman, B. M. & Davidson, M. N. (2002). A matter of difference-Diversity and drawing the line: Are some differences too different? (Or: who's in, who's out, and what difference does it make?). The Industrial-Organizational Psychologist, 39 (3), 43-46.

Ferdman, B. M. & Davidson, M. N. (2002). A matter of difference-Inclusion: What can I and my organization do about it? The Industrial-Organizational Psychologist, 39 (4), 80-85.

Davidson, M. N. & Ferdman, B. M. (2002). A matter of difference-Inclusion and power: Reflections on dominance and subordination in organizations. The Industrial-Organizational Psychologist, 40 (1), 62-67.

Crosby, F. J., Ferdman, B. M. & Wingate, B. R. (2001). Addressing and redressing discrimination: Affirmative action in social psychological perspective. In R. Brown & S. Gaertner (Eds.), Blackwell handbook in social psychology, Vol. 4: Intergroup processes (pp. 495-513). Oxford: Blackwell. [Also excerpted in F. J. Crosby & C. VanDeVeer (Eds.) (2000). Sex, race, and merit: Debating affirmative action in education and employment (pp. 134-137). Ann Arbor: University of Michigan Press.]

Nebeker, D., Busso, L., Werenfels, P. D., Diallo, H., Czekajewski, A., & Ferdman, B. M. (2001). Airline station performance as a function of employee satisfaction. Journal of Quality Management, 6, 29-45.

Chrobot-Mason, D. & Ferdman, B. M. (2001). Multicultural competencies for I-O psychologists: Why and how? The Industrial-Organizational Psychologist, 39 (1), 69-74.

Davidson, M. N. & Ferdman, B. M. (2001). A matter of difference: Diversity and inclusion-What difference does it make? The Industrial-Organizational Psychologist, 39 (2), 36-38.

Ferdman, B.M. & Gallegos, P. I. (2001). Latinos and racial identity development. In C. L. Wijeyesinghe & B. W. Jackson III (Eds.), New perspectives on racial identity development: A theoretical and practical anthology (pp. 32-66). New York: New York University Press.

Smith, P. B., Peterson, M. F., Ayestar#n, S., Jesuino, J. C., & Ferdman, B. M. (2001). Valores culturales y decisiones de comportamiento en las organizaciones laborales [Cultural values and decision behavior in work organizations]. In M. Ros and V.V. Gouveia (Eds.), Psicologa social de los valores humanos: Desarrollos te#ricos, metodol#gicos, y applicados [Social psychology of human values: Theoretical, methodological and applied developments] (pp. 353-367). Madrid: Biblioteca Nueva.

Ferdman, B. M. (2000). Interamerican Society of Psychology/Sociedad Interamericana de Psicologa. In A. E. Kazdin et al. (Eds.), Encyclopedia of psychology. Washington, DC: American Psychological Association.

Ferdman, B. M. & Horenczyk, G. (2000). Cultural identity and immigration: Reconstructing the group during cultural transitions. In E. Olshtain & G. Horenczyk (Eds.), Language, identity, and immigration (pp. 81-100). Jerusalem: Hebrew University Magnes Press.

Ferdman, B. M. (2000). "Why am I who I am?" Constructing the cultural self in multicultural perspective, Human Development, 43, 19-23.

Ferdman, B. M. (Ed.). (1999). Forum: Cross-cultural perspectives on leadership and management. Revista Interamericana de Psicologa/Interamerican Journal of Psychology , 33 (2), 91-135.

Ferdman, B. M. (1999). Ethnic/minority issues. In D. A. Wagner, R. L. Venezky, & B. V. Street, & (Eds.), Literacy: An international handbook (pp. 95-101). Boulder, CO: Westview.

Ferdman, B. M. & Mar#n, B. V. (1999). Interamerican Society of Psychology: History and current status. In M. M. Alonso & A. H. Eagly (Eds.), Psicologa en las Ame'ricas (pp. 353-359). Caracas: Sociedad Interamericana de Psicologa.

Ferdman, B. M. (1999). Cross-cultural perspectives on leadership and management: Introduction. Revista Interamericana de Psicologa/Interamerican Journal of Psychology , 33 (2), 91-92.

Ferdman, B. M. (1999). The color and culture of gender in organizations: Attending to race and ethnicity. In G. N. Powell (Ed.), Handbook of gender and work (pp. 17-34). Thousand Oaks, CA: Sage.

Ferdman, B. M. (1997). Values about fairness in the ethnically diverse workplace. [Special Issue: Managing in a global context: Diversity and cross-cultural challenges]. Business and the Contemporary World: An International Journal of Business, Economics, and Social Policy, 9, 191-208.

Ferdman, B. M. & Gallegos, P. I. (1996). Crossing borders: The experience of a Mexican American HR manager in a maquiladora. In E. E. Kossek, S. A. Lobel, & R. Oh (Eds.), Managing diversity: Human resource strategies for transforming the workplace. A field guide (pp. 1-23). Cambridge, MA: Blackwell.

Ferdman, B. M. & Brody, S. E. (1996). Models of diversity training. In D. Landis & R. Bhagat (Eds.), Handbook of intercultural training, 2nd Ed. (pp. 282-303). Thousand Oaks, CA: Sage.

Ferdman, B. M. (1995). Cultural identity and diversity in organizations: Bridging the gap between group differences and individual uniqueness. In M. M. Chemers, S. Oskamp, & M. A. Costanzo, (Eds.), Diversity in organizations: New perspectives for a changing workplace (pp. 37-61). Thousand Oaks, CA: Sage.

Ferdman, B. M. (Ed.) (1994). A resource guide for teaching and research on diversity. St. Louis: AACSB International, The Association to Advance Collegiate Schools of Business.

Ferdman, B. M., Weber, R.-M. & Ramirez, A. (Eds.). (1994). Literacy across languages and cultures. Albany, NY: SUNY Press.

Ferdman, B. M. & Cortes, A. (1992). Culture and identity among Hispanic managers in an Anglo business. In S. B. Knouse, P. Rosenfeld & A. Culbertson (Eds.), Hispanics in the workplace (pp. 246-277). Newbury Park: Sage.

Ferdman, B. M. (1992). The dynamics of ethnic diversity in organizations: Toward integrative models. In K. Kelley (Ed.), Issues, theory and research in industrial/organizational psychology (pp. 339-384). Amsterdam: North Holland. [Awarded the 1991 Gordon Allport Intergroup Relations Prize by the Society for the Psychological Study of Social Issues, Division 9 of the American Psychological Association].

Ferdman, B.M. (1990). Literacy and cultural identity. Harvard Educational Review, 60, 181-204.

Ferdman, B. M. (1989). Affirmative action and the challenge of the color-blind perspective. In F. A. Blanchard & F. Crosby (Eds.), Affirmative action in perspective (pp. 169-176). New York: Springer-Verlag.

Hakuta, K., Ferdman, B. M., & Diaz, R. M. (1987). Bilingualism and cognitive development: Three perspectives. In S. Rosenberg (Ed.), Advances in applied psycholinguistics, vol. II: Reading, writing and language learning (pp. 284-319). New York: Cambridge University Press.

Scarr, S., Caparulo, B. K., Ferdman, B. M., Tower, R. B., & Caplan, J. (1983). Developmental status and school achievements of minority and non-minority children from birth to eighteen years in a Midlands town in England. British Journal of Developmental Psychology , 1, 31-48.

Books

Ferdman, B. M. & Deane, B. R. (Eds.) (2014). Diversity at work: The practice of inclusion. San Francisco: Jossey-Bass.

Inclusion and Diversity in Organizations

Latino Leadership

Academic History and Background

PhD, Yale University, 1987

Member, Theme Conference Committee; Society for the Psychological Study of Social Issues, 1999-2001

Member, Society for the Psychological Study of Ethnic Minority Issues

Member, National Latino/a Psychological Association

Past President (2003-2005), President (2001-2003), President-elect (1999-2001), Treasurer (1993-1999); Interamerican Society of Psychology/Sociedad Interamericana de Psicologa

Past Division Chair (2005-2006), Division Chair (2004-2005), Division Chair-Elect (2003-2004), Program chair (2002-2003), Professional Development Workshops Chair (2001-2002); Gender and Diversity in Organizations Division, Academy of Management

Founder and coordinator, IAPSY-L (The Interamerican Psychologists" List, SIPNET), a LISTSERV-based electronic network for psychologists throughout the Americas

Member, Management Faculty of Color Association

Charter Fellow, International Academy for Intercultural Research

Fellow, American Psychological Association (APA; Divisions 9, 13, 14, 45, 52)

Member, American Psychological Society (APS)

Member, International Psychology Division (52) of APA

Member, International Association of Applied Psychology (IAAP)

Member, Society for the Psychological Study of Social Issues (SPSSI)

Member, International Association for Cross-Cultural Psychology (IACCP)

Professional Practice and Community Service

Senior Consultant; The Organizational Consulting Center at Alliant

Principal, Ferdman Consulting

Kehrli, S. Repatriates' organizational commitment and turnover intentions in relation to availability of HR practices and perceptions of organizational and supervisory support.

Jhutty, S. Emotional intelligence and expatriate cross cultural adjustment.

Hawkins, A. The relationship of perceived learning culture to perceived organizational support and affective commitment.

Anderson, M. Social influence effects of advertising using highly attractive models.

Gale, J. The effects of aversive anti-Semitism on selection decisions regarding Jewish workers in the United States.

Wells, K. Emotional intelligence as an ability and its relationship with openness to difference.

White, C. Coping resources, coping responses, and employees' contextual performance in a merger context.

VanderWielen, J. J. Cognitive appraisal, coping, and the psychological and sociocultural adjustment of expatriates

Owen, C. Acculturation, stereotyping, and the attribution of discrimination in Chinese international students in the U.S.

Suthisai, W. Employee involvement, work-related values, and organizational commitment in Thai manufacturing companies.

Prez Floriano, L. R. Hazard information, risk perception, cultural values, and safety compliance: A comparison of Canada, Mexico, and the United States.

Gantsweg, J. R. Self-construal as a mediator in the relationship between death anxiety and gender.

Kassabian, A. Reward allocation preferences among Armenian immigrants in the United States: The role of acculturation type and workgroup ethnic composition.

Gordon, R. S. Racial identity attitudes, workplace African American representation, and perceived success among African Americans.

Rosario, I. Z. Self-serving bias and absence culture in the perceptions of absenteeism by employees and managers in a Mexican maquiladora.

Bendik, C. Value congruence among the individual, the ethnic group, and the work organization and its effects on organizational commitment.

Torres, C. V. Leadership style norms among Americans and Brazilians: Assessing differences using Jackson"s Return Potential Model.

Weinstein, R. Mexican American ethnic identity among monoethnic and biethnic individuals: Personal and environmental antecedents.

Reimann, J. O. F. Factors of culture, socioeconomic status, minority group membership, and gender in the career flexibility of Mexican Americans on the U.S.-Mexico border: A structural model.

Frailey, M. I. Ethnic identity, acculturation and perceptions of discrimination and preferential treatment among Mexican Americans.

Cone, D. Perceiver race/ethnicity, attributions of anger, and perceptions of Black and White men at work.

Hirshberg, J. Leader-member exchange and cooperative group norms in relation to workplace inclusion in workgroups.

International Editorial Board, Psicologia: Teoria e Pesquisa

Consulting Editor; Revista Interamericana de Psicologia/Interamerican Journal of Psychology

Editorial Board, Business Journal of Hispanic Research

Editorial Board, The Industrial Organizational Psychologist (2001-2004) and Professional Practice Series (2003-2005); Member, Committee for Ethnic Minority Affairs; Society for Industrial and Organizational Psychology

Editorial Board, International Journal of Intercultural Relations

Bio and Links

Bernardo M. Ferdman, Ph.D. is Distinguished Professor in the Organizational Psychology Programs at the California School of Professional Psychology of Alliant International University, where he has taught since 1993, and an accomplished leadership and organization development consultant and CCE Board Certified Coach with three decades of experience working with diverse groups and organizations to increase individual and collective effectiveness and inclusion. Dr. Ferdman has focused his career on supporting organizations to use their diversity to achieve better business results, and is passionate about helping to create an inclusive world in which more of us can be fully ourselves and accomplish our goals in ways that are effective, productive, and authentic. He teaches, writes, speaks, and consults on diversity and inclusion, cultural identity, multicultural and inclusive leadership, Latino/Latina identity and Latinos/Latinas in the workplace, cross-cultural communication, and bringing one's whole self to work.

Dr. Ferdman has worked with organizations in the U.S., Europe, and Latin America to foster inclusion, to improve performance and leadership, to implement effective ways of using everyone's talents and contributions, and to build multicultural and cross-cultural competencies on the part of individuals, teams, and the whole organization, as well as to inspire individuals to find their own voice and make their full contribution. A sought-after speaker, Dr. Ferdman has designed training and worked with managers to support their professional and leadership development and with organizations to develop effective strategies for diversity and inclusion. He has designed and facilitated dozens of workshops, meetings, and other events, and served as lead co-facilitator for CaliforniaSpeaks, a statewide conversation on healthcare reform. Bernardo is a member of the Diversity Collegium (a think tank of diversity practitioners) and was a network associate with AmericaSpeaks. As a consulting affiliate with the Kaleel Jamison Consulting Group (1989-2002), Dr. Ferdman helped multiple clients to enhance both high performance and inclusion. As a senior consultant with Orbital Solutions, Inc. (2001- 2006) he focused on assessments, leadership team development, executive coaching, and organizational optimization at various international locations, including Spain, Italy, and Brazil. With Chaos Management, UCLA, and Ascent-Leading Multicultural Women to the Top he has worked to develop Latino and Latina leaders and other multicultural leaders in both corporate and non-profit settings. In 2012, Dr. Ferdman served as coach for the Santa Ana Partnership leadership team, in connection with its participation in the Lumina Foundation's Latino Student Success Initiative. Dr. Ferdman has consulted for a variety of organizations, including Alcoa, Inter-American Development Bank, International Water Management Institute, Center for Creative Leadership, The World Bank, Burger King, Bell Atlantic, Verizon, Hilton Hotels Corporation, Ikea AB, City of San Diego, County of San Diego, Federal Aviation Administration, MDC Inc., San Jose State University, Solar Turbines, Eli Lilly, Wells Fargo, Intel, Pepsico, and the US Air Force JAG Corps. He also teaches in various executive development programs and has conducted leadership development workshops for hundreds of executives.

Dr. Ferdman has published over four dozen articles, book chapters, and books, and has made more than 100 presentations at professional conferences in the areas of ethnic, cultural, and gender diversity, diversity training, inclusion, leadership, Latinos in the workplace, and organizational psychology. Dr. Ferdman's recent book, Diversity at Work: The Practice of Inclusion (Wiley, 2014; http://practiceofinclusion.com ), co-edited with Barbara Deane, provides a state-of-the-art, research-based understanding of inclusion and how to systematically create it, foster it, and navigate its challenges, and his research focuses on the antecedents, correlates and consequences of the experience of inclusion, using the Workplace Inclusion Scale that he developed with his students. Dr. Ferdman has also been working on issues of Latino/a identity, culture, and experience for three decades; his model of Latina and Latino ethnoracial identity orientations, developed with Dr. Plácida Gallegos, is often cited as one of the few theories to address Latino and Latina identity across multiple sub-groups. A Fellow of the American Psychological Association and five of its divisions (including the Society for the Psychological Study of Culture, Ethnicity, and Race; the Society for Industrial and Organizational Psychology; and the Society of Consulting Psychology) and a Charter Fellow of the International Academy for Intercultural Research, Dr. Ferdman has served as Chair of the Academy of Management's Diversity and Inclusion Theme Committee and of its Gender and Diversity in Organizations Division, and as President of the Interamerican Society of Psychology. Alliant International University awarded him its prestigious Provost's Pillar Award for Applied Research and Scholarship (2014) as well as the Marshall Goldsmith School of Management Outstanding International Scholar-Practitioner Award (2006). Dr. Ferdman received the 2014 Janet Chusmir Service Award Distinguished Service Award, the 2011 Trailblazer Award from the Ph.D. Project's Management Doctoral Students Association, and the 1991 Gordon Allport Intergroup Relations Prize from the Society for the Psychological Study of Social Issues. Dr. Ferdman co-chairs the San Diego Latino-Jewish Coalition and served as a member of the Board of Trustees of the San Diego REPertory Theatre. From 1986 to 1993, Dr. Ferdman taught at the University at Albany, SUNY, in Psychology and Latin American and Caribbean Studies. He earned a Ph.D. in Psychology at Yale University and an A.B. degree at Princeton University.