Although some research has examined organization-level diversity climate, little attention has been devoted to investigating diversity climate perceptions and its outcomes. This dissertation examined the moderating effects of gender and race on the relationship between diversity climate perceptions and turnover intentions and organizational commitment Reasoning based on diversity and Cortina's (2008) theory of selective incivility. this dissertation also investigates the intersection of gender, race, and workplace incivility and their impact on turnover intentions, organizational commitment, and perceived stress. To integrate the diversity climate perceptions and workplace incivility literatures a research question is presented for exploring their relationship in future research. The current study utilized a correlational field study design wherein the sample (N= 319) included employees working full-time within a private healthcare organization. Data were collected through two self-report questionnaires consisting of a battery or scales that were distributed at two different timeframes. The hypotheses were tested using ordinary least squares (OLS) and hierarchical regression, and the Preacher and Hayes (2004) bootstrapping procedure. The findings reveal that diversity climate is perceived differently across gender lines. The results also suggest that women experience more workplace incivility compared to men. Future research and study limitation are discussed.