Existing evidence demonstrates that an organization’s diversity climate can enhance its bottom line. Though some scholars theorize potential mediators to explain these effects, recent meta-analytic and literature reviews conclude that much remains unknown regarding both why diversity climate influences outcomes and how sociocultural factors within and beyond the organization may shape its implications. We propose that unit-level diversity climate stands to produce more uniformly positive affective commitment levels (i.e., higher commitment mean and lower commitment dispersion), thereby optimizing the returns on human capital investments in the form of greater unit productivity. Data from 738 stores in 48 American states indicate a significant indirect effect of unit diversity climate on productivity through affective commitment mean and dispersion. Moreover, we apply the concept of climate context congruence to extend diversity climate theory and explore the influence of alignment among unit-level diversity climate, unit composition (i.e., racioethnic diversity), and cultural tightness–looseness (i.e., state tightness–looseness) in the geographic region within which the unit is operating. In doing so, we offer a more comprehensive theoretical understanding of the sociocultural conditions wherein supportive diversity climates may be differentially beneficial. Our results support the notion that organizations may reap greater benefits of diversity climate when state culture and unit composition align (i.e., tighter/homogenous, or looser/diverse) to accentuate diversity climate efficacy.