Accès à l'égalité et gestion de la diversité : une jonction indispensable

Chicha, Marie-Thérèse; Charest, Éric

doi:10.3917/riges.343.0066

Cited by 14 publications

(3 citation statements)

References 19 publications

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“…The different situations of labour market advantage or disadvantage existing among the four studied groups need to be acknowledged and targeted by group-specific policies aimed at enabling all highly skilled professionals to improve their quality of employment. Pay equity will not only benefit highly skilled professionals and their families but also knowledge economies (Chicha and Charest 2009).…”

Section: Discussionmentioning

confidence: 99%

Highly Skilled Migrant and Non-Migrant Women and Men: How Do Differences in Quality of Employment Arise?

Riaño

2021

Administrative Sciences

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Research shows that highly skilled migrant women often have poor quality jobs or no employment. This paper addresses two research gaps. First, it provides a comparative perspective that examines differences and commonalities in the quality of employment of four highly skilled groups: migrant- and non-migrant women and men. Four statistical indicators are examined to grasp these differences: employment rates, income, adequacy of paid work, and employment status. The results highlight the role of gender and country of birth: Swiss-born men experience the best employment quality, and foreign-born women the worst. Second, it offers a family perspective to study how the employment trajectories of skilled migrant women develop in time and place in relation to their partners’. The qualitative life-course analysis indicates that skill advancement is more favourable for migrant and non-migrant men than for migrant and non-migrant women. However, skill advancement for migrant women depends greatly on the strategies enacted by domestic partners about how to divide paid employment and family work, and where to live. The statistical study draws on recent data from Swiss labour market surveys. The life-course analysis focuses on 77 biographical interviews with tertiary-educated individuals. Participatory Minga workshops are used to validate the study results.

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Section: Discussionmentioning

confidence: 99%

Highly Skilled Migrant and Non-Migrant Women and Men: How Do Differences in Quality of Employment Arise?

Riaño

2021

Administrative Sciences

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“…Among other actors, companies here have been the very first to translate these new legal provisions into categories of policy-making and organisational change, by (re) inventing the diversity framework (Bender, 2004;Bereni & Jaunait, 2009;Doytcheva, 2008). In a gesture of 'mimetic isomorphism' (DiMaggio & Powell, 1983), they followed the path set by multinational, American and Canadian firms (Chicha & Charest, 2009;Dobbin, 2009), and the recommendations of international actors and European authorities (European Commission, 2003, 2005. Infusing conceptions of law with managerial values, this shift from antidiscrimination to diversity management has been commonly construed in terms of 'managerialization of law' (Edelman et al, 2001; see also Edelman, 2016;Kelly & Dobbin, 1998;Dobbin, 2009;Gribling & Smith, 2014).…”

Section: Introductionmentioning

confidence: 99%

Governing racial justice through standards and the birth of ‘White diversity’: a Foucauldian perspective

Doytcheva

2020

Journal of Marketing Management

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Drawing on a longitudinal qualitative approach to corporate diversity policies in France, based on more than 80 in-depth interviews (N = 86), this paper examines the paradox conveyed within these policies by the rise of 'raceless' diversity concepts. This is what I term White diversity, exploring its construction and appropriation in the light of technologies of normalisation, referred to in English as standards. Building on a Foucauldian approach to normalisation, the paper engages with the case study of the French Diversity Label. It explores the ways in which market-based mechanisms of regulation have shaped the management of race difference. It demonstrates in particular how normalising antidiscrimination through voluntary social certification has contributed to upholding whiteness in organisations.

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“…At first glance, the situation in Quebec should be favourable to gender equality and the fair participation of women in the labour market. That said, some employers are clearly more proactive than others with regard to gender equality (Chicha and Charest, 2009).…”

Section: Introductionmentioning

confidence: 99%

Gender equality in the workplace in Quebec: strategic priority for employers or partial response to institutional pressures?

Genin

Laroche

Marchadour

2020

EDI

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PurposeThis paper examines the challenges posed for employers by gender equality in the workplace, in a seemingly favourable institutional context (the province of Quebec, Canada), and the reasons why employers adopt (or not) gender equality measures (GEMs) exceeding legal requirements.Design/methodology/approachThe approach draws on both institutional theory and the strategic human resource management (SHRM) approach. Our research is based on a quantitative study involving human resource management professionals in Quebec (n = 296).FindingsThe results allow us to link GEMs with certain SHRM orientations (Yang and Konrad, 2011) and institutional pressures (Lawrence et al., 2009). The findings show that, for approximately two-thirds of the employers in the sample, gender equality was not a strategic priority. Consistent with our hypothesis, a greater number of GEMs were found when gender equality was a strategic priority for the employer. Unionization and legal requirements were also positively correlated with the presence of GEMs.Originality/valueThe findings indicate a combined effect of SHRM and institutions on GEMs. They point out the relative dependency of employers on the pressures stemming from the institutional framework, and it captures some of the current challenges involved in adopting a SHRM approach with a view to achieving gender equality.

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Accès à l'égalité et gestion de la diversité : une jonction indispensable

Cited by 14 publications

References 19 publications

Highly Skilled Migrant and Non-Migrant Women and Men: How Do Differences in Quality of Employment Arise?

Highly Skilled Migrant and Non-Migrant Women and Men: How Do Differences in Quality of Employment Arise?

Governing racial justice through standards and the birth of ‘White diversity’: a Foucauldian perspective

Gender equality in the workplace in Quebec: strategic priority for employers or partial response to institutional pressures?

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