No abstract

Although corporate alumni networks are a developing practice, academia has said very little about them and their members. In this article, our goal is to provide an account of how members of such networks construct themselves as alumni. To that end, we adopt a narrative approach to identity construction and empirically explore the identity work that the members of one corporate alumni network carry out in order to sustain their identification with a past organizational setting. Our case study leads us to document four ‘identity stratagems’ (Jenkins, 1996) through which members incorporate elements of their past professional experience into their self-narratives: nostalgia, reproduction, validation and combination. It thus allows for a better understanding of corporate alumni networks and their members, while also contributing to the broader identity literature by further documenting how organizational participants can incorporate elements of a past professional experience into their self-narratives.

Purpose:We examine the relationship between the identity and diversity literatures and discuss how a better understanding of the theoretical connections between the two informs both diversity research and diversity management practices. Design/methodology/approach: Literature review followed by a discussion of the theoretical and practical consequences of connecting the identity and diversity literatures. Findings: We inform future research in three ways. First, by showing how definitions of identity influence diversity theorizing in specific ways. Second, we explore how such definitions entail distinct foci regarding how diversity should be analyzed and interventions actioned. Third, we discuss how theoretical coherence between definitions of identity and diversity perspectives -as well as knowledge about a perspective's advantages and limitationsis crucial for successful diversity management research and practice. Research limitations/implications: We argue for a better understanding of differences, overlaps and limits of different identity perspectives, and for a stronger engagement with practice. Practical implications: Our work can encourage policy makers, diversity and HR managers to question their own practices and assumptions leading to more theoretical informed diversity management practices. Originality/value: The theoretical connections between identity and diversity literature have so far not been reviewed systematically. Our work foregrounds how important it is for diversity scholars to consider identity underpinnings of diversity research to help further develop the field within and beyond the three streams we discuss.

How do women’s business networks (WBNs) help to advance women’s freedom? Drawing on Zerilli’s freedom-centred feminism, our study sets out to answer this question at the intersection of freedom, feminism and work. Critics argue that WBNs promote a postfeminist view of freedom focusing on individual self-realisation and thus participate in rolling back collective, feminist efforts to dismantle structural inequalities. We reconceptualize WBNs as political arenas and argue that making claims about shared interests and concerns in such an arena constitutes a feminist practice of freedom. With an original, inductive and qualitative research design combining topic modeling and dialectical analysis, we examine the claims made in 1,529 posts across four WBN blogs. We identify postfeminist claims and new forms of change and transformation that can help to advance women’s freedom across three ‘dialectics of freedom’: conformity and imagination; performative care and relational care; sameness and openness. Our findings show that uncertain and contradictory ways of defining and engaging with women’s freedom can emerge through claim-making in such arenas. The fragility of the process and its outcomes are, then, what can move feminism forward at work and beyond.

Purpose The purpose of this paper is to review the emerging literature on formal women-only business networks and outline propositions to develop this under-theorised area of knowledge and stimulate future research. Design/methodology/approach The authors review the existing literature on formal internal and external women-only networks and use the broader social capital and network literature to frame their arguments and develop propositions. Findings Propositions are developed regarding how both internal and external formal women-only business networks can be of value for members, firms/organisations and the wider social group of women in business. Research limitations/implications The authors focus on the distinction between external and internal formal women-only networks while also acknowledging the broader diversity that can characterise such networks. Their review provides the reader with an insight into the state of the art and a set of propositions that present opportunities for future research. Practical implications The paper provides insights into how women in business, organisations and wider society can leverage value from both internal and external formal women-only business networks. Social implications The paper contributes to research showing that the social structure of interactions and context can impact women’s standing in the workplace. Originality/value The paper sheds light on the under-studied and under-theorised phenomenon of formal women-only business networks. Beyond the individual member level, the authors suggest that such networks can be of value for organisations and the wider social group of women in management and leadership positions.