Diversity Management: Grundlagen und Entwicklung im internationalen Vergleich

Vedder, Günther

doi:10.1007/978-3-531-91387-2_9

Cited by 28 publications

(4 citation statements)

References 8 publications

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“…Consequently, regarding the appreciation of diversity, a reflection on leadership and the impact on the organizational culture must take place at the professorial level at the respective research institution. This goes in line with Vedder (2006) stating that a transparent integration of a corresponding project into the organizational structure and the explicit support of the organizational management are important to achieve openness toward the project (Vedder, 2009). In doing so, an active communication of the necessity to establish a diversity management strategy that takes diversity into consideration is required (Schwarz-Wölzl and Maad, 2004).…”

Section: Discussionmentioning

confidence: 62%

Perceiving Diversity – An Explorative Approach in a Complex Research Organization

Steuer-Dankert¹,

Leicht-Scholten²

2022

Diversity and Discrimination in Research Organizations

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Diversity management is seen as a decisive factor for ensuring the development of socially responsible innovations (Beacham and Shambaugh, 2011;Sonntag, 2014;López, 2015;Uebernickel et al., 2015). However, many diversity management approaches fail due to a one-sided consideration of diversity (Thomas and Ely, 2019) and a lacking linkage between the prevailing organizational culture and the perception of diversity in the respective organization. Reflecting the importance of diverse perspectives, research institutions have a special responsibility to actively deal with diversity, as they are publicly funded institutions that drive socially relevant development and educate future generations of developers, leaders and decision-makers. Nevertheless, only a few studies have so far dealt with the influence of the special framework conditions of the science system on diversity management. Focusing on the interdependency of the organizational culture and diversity management especially in a university research environment, this chapter aims in a first step to provide a theoretical perspective on the framework conditions of a complex research organization in Germany in order to understand the system-specific factors influencing diversity management. In a second step, an exploratory cluster analysis is presented, investigating the perception of diversity and possible influencing factors moderating this perception in a scientific organization. Combining both steps, the results show specific mechanisms and structures of the university research environment that have an impact on diversity management and rigidify structural Diversity and Discrimination in Research Organizations, 365-392

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Section: Discussionmentioning

confidence: 62%

Perceiving Diversity – An Explorative Approach in a Complex Research Organization

Steuer-Dankert¹,

Leicht-Scholten²

2022

Diversity and Discrimination in Research Organizations

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“…Als Relativierungen für die in diesem Artikel vorgeschlagene Gruppierung des internationalen Forschungsstandes muss die dadurch vollzogene Herauslösung aus den jeweiligen nationalen, juristischen und kulturellen Kontexten demnach immer mitgedacht werden. Genauso muss als Einschränkung ihrer Vergleichbarkeit berücksichtigt werden, dass die einzelnen Studien auf Daten beruhen, die in teilweise unterschiedlichen Jahren erhoben wurden und daher beispielsweise auf unterschiedlichen rechtlichen Rahmenbedingungen basieren (Vedder, 2009).…”

Section: Literaturanalyseunclassified

Privatsache und unerheblich für Unternehmen?: Der Stand der Personalforschung zur „sexuellen Orientierung”

Köllen

2012

German Journal of Human Resource Management: Zeitschrift für Pe

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In Deutschland und Europa setzen immer mehr Unternehmen Maßnahmen zur „sexuellen Orientierung”, zumeist im Rahmen von aktuell an Bedeutung gewinnenden Diversity Management-Ansätzen. Vor diesem Hintergrund gibt der Artikel einen strukturierten Überblick über den Stand der Personalforschung in diesem Bereich. Neben wenigen Studien zu Bi- und Transsexualität bezieht sich der größte Teil der Forschung auf das Phänomen Homosexualität und lässt sich in drei thematische Gruppen unterteilen: 1. der Umgang mit der eigenen Homosexualität am Arbeitsplatz, 2. das Arbeits- und Organisationsklima für Lesben und Schwule und 3. der organisationale Umgang mit Homosexualität bzw. der „sexuellen Orientierung”. Es zeigt sich, dass schwule, lesbische, bisexuelle und auch transidente Beschäftigte unterschiedlichen Barrieren am Arbeitsplatz begegnen, und entsprechende Maßnahmen von Unternehmensseite dazu beitragen können, diese abzubauen. Es wird diskutiert, inwieweit sich daraus positive ökonomische Konsequenzen für Unternehmen ergeben können.

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“…uring the first decade of the millennium, public and academic debates on minorities and immigration in Europe and the US have increasingly incorporated the notions of diversity and intersectionality as important political catchwords. New concepts of diversity management (Cornelius et al, 2001;Vedder, 2005) aim at giving positive responses to the increasing sociocultural diversity of immigrants and minorities, which often tends to be interpreted as a challenge to inclusion and equity (Benhabib, 2002;Kirton and Greene, 2010). From the viewpoint of gender studies, intersectionality has been identified as the other side of the coin.…”

Section: Introduction Dmentioning

confidence: 99%

Intersectionality: How Gender Studies Might Inspire the Analysis of Social Inequality among Migrants

Bürkner

2011

Population Space and Place

100

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The paper discusses the possible impact of the intersectionality approach on the study of inequality and the inclusion/exclusion of migrants. Developed from recent strands of gender studies performing a ‘social re‐turn’, the focus on intersectionality promises to solve one of the fundamental problems of migration research: how to reconcile structure and agency without promoting cultural essentialism. Rooted in social theory, it makes a case for non‐finalised empirical and theoretical reconstructions of the social practice of migrants. In doing so, it also queries preconceived notions of community, ethnicity, and everyday culture that are abundant in migration studies. By linking the state‐of‐the‐art of inequality studies with migration, promising starting points and conditions of a future integration of a focus on intersectionality into migration studies are considered. Copyright © 2011 John Wiley & Sons, Ltd.

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Diversity Management: Grundlagen und Entwicklung im internationalen Vergleich

Cited by 28 publications

References 8 publications

Perceiving Diversity – An Explorative Approach in a Complex Research Organization

Perceiving Diversity – An Explorative Approach in a Complex Research Organization

Privatsache und unerheblich für Unternehmen?: Der Stand der Personalforschung zur „sexuellen Orientierung”

Intersectionality: How Gender Studies Might Inspire the Analysis of Social Inequality among Migrants

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