The purpose of this study was to understand the effects of workforce diversity on group perceptions of their organizational climate and organizational performance. Retail centers in a large nationwide sales and distribution organization served as sample cases for this group-level study. This study examined archival data from unionized sales and service associate team members from 244 retail centers located across the U.S. Testing the relationships between generalized organizational climate level, climate strength, and financial performance using a moderated hierarchical regression analysis, this study found a negative relationship between generalized organizational climate level and financial performance. In addition, examining the linear and non-linear relationships between compositional demography, that is, position tenure, gender, and ethnicity, and organizational climate strength, results indicated that the percentage of women in the sales groups predicted generalized organizational climate strength. Conducting the same analyses on the five organizational climate dimensions of generalized organizational climate identified, the study found: (1) a negative relationship between certain dimensions of organizational climate level and financial performance; (2) a moderating effect for supervisory support climate strength on supervisory support climate level and financial performance; and (3) a relationship between particular demographic indices and climate strength dimensions. By extending the generalized organizational climate and organizational performance relationship to include compositional demography and organizational climate strength, this author has explored an area of climate research that continues to receive little attention.