Climates of change within business organizations are the foundation for insight into the challenges that accompany changes. Business organizations’ members should possess extensive knowledge of their climates of change during organizational changes and the effect of the characteristics of gender, race/ethnicity, and years on the job to successfully implement change. The rationale for this dissertation study was to extend knowledge in psychology, including industrial/organizational (I/O) psychology because of the gap in the literature, field, and specialization concerning the effect of gender, race/ethnicity, and years on the job characteristics on climates of change. Using this study answered the research question such as: when the variable of gender is held constant, will there be significant differences in the linear variate consisting of cohesion (COH), politicking (POL), and trust in leadership (TLE) due to the main effect of race/ethnicity and years on the job? The methodology of this study was quantitative with a non-experimental design. With a sample size (N) of 57, the population and sample were United States (U.S.) white-collar business professionals, above age 18, that self-identified as male or female full- or part-time supervisory or nonsupervisory business professionals, that worked in an office or virtual environments; with at least one year of corporate experience. Conducting this study resulted with a three-way multivariate analysis of variance (MANOVA) with descriptive statistics and means of linear variate for hypothesis testing. The MANOVA results indicated no significant findings regarding an effect of gender, race/ethnicity, and years on the job characteristics on an organizational climate of change. There were no significant differences in the linear variate consisting of COH, POL, and TLE due to the main effect of either gender, race/ethnicity, or years on the job. The recommendation is for further research on this topic as explained at the conclusion of this dissertation study.