Employment equity, affirmative action and managing diversity: assessing the differences

Agócs, Carol; Burr, Catherine

doi:10.1108/01437729610127668

Cited by 204 publications

(116 citation statements)

References 20 publications

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Section: Diversity and Diversity Managementmentioning

confidence: 99%

How do nurses perceive their cultural diversity? An exploratory case study

Mohamed

2017

Afr. J. Bus. Manage.

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Due to its effect on both individual outcomes like job mobility, job satisfaction, job involvement and fair remuneration on the one hand and organizational outcomes like employees' attendance, turnover, cynicism and performance on the other, diversity has become a rising trend more than ever before. The concept is no longer limited to Western countries but has become popular in many parts of the world. This study focuses only on Kasr El Eini hospital and in an attempt to investigate how nurses perceive their diversity. 25 semi-structured interviews were conducted, and the findings reflect that nurses at Kasr El Eini hospital, like many other classes of Egyptian society, struggle in a state of division and lack the value of inclusion in their workplace. Moreover, distributive justice was perceived with doubt by nurses there. The study ends with the recommendation that managers at Kasr El Eini hospital establish a professional identity for the hospital in which the concept "good colleague" should be utilized. Furthermore, paying attention to both inclusion and justice is also a needed mechanism there.

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Section: Diversity and Diversity Managementmentioning

confidence: 99%

How do nurses perceive their cultural diversity? An exploratory case study

Mohamed

2017

Afr. J. Bus. Manage.

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“…The literature on indirect EEPs is of course also very interesting. There is a significant tradition of such policies in the US under the name of affirmative action (Agocs & Burr 1996;Appelt & Jarosch 2000;Bovenkerk 1986;Glazer 1987Glazer , 2000Holzer & Neumark 2000;Kelly & Dobbin 1998;Leonard 1990;Skrentny 1996), in Canada under various names (Abella 1984(Abella , 1985Adams et al 1995 , except in the cases of Sweden (Soininen & Graham 2000) and the Netherlands, where they were part of early integration policies for immigrants (Abell et al 1995;Bacchi 1994;Glastra et al 1998;Gras & Bovenkerk 1995;Jonkers 2003;Smeets 1993). Even a first glance at this literature on indirect EEPs shows that the variation is great and that such policies and programmes are still hot topics for both politicians and researchers.…”

Section: Introductionmentioning

confidence: 99%

Equal Opportunities and Ethnic Inequality in European Labour Markets : Discrimination, Gender and Policies of Diversity

Wrench¹,

Roosblad²,

Kraal³

2009

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A m s t e r d a m U n i v e r s i t y P r e s s REpORts imiscoe Equal Opportunities and Ethnic Inequality in European Labour Markets IMISCOE International Migration, Integration and Social Cohesion in EuropeThe IMISCOE Network of Excellence unites over 500 researchers from European institutes specialising in studies of international migration, integration and social cohesion. The Network is funded by the Sixth Framework Programme of the European Commission on Research, Citizens and Governance in a Knowledge-Based Society. Since its foundation in 2004, IMISCOE has developed an integrated, multidisciplinary and globally comparative research project led by scholars from all branches of the economic and social sciences, the humanities and law. The Network both furthers existing studies and pioneers new research in migration as a discipline. Priority is also given to promoting innovative lines of inquiry key to European policymaking and governance.The IMISCOE-Amsterdam University Press Series was created to make the Network's findings and results available to researchers, policymakers and practitioners, the media and other interested stakeholders. High-quality manuscripts authored by IMISCOE members and cooperating partners are published in one of four distinct series.IMISCOE RESEARCH advances sound empirical and theoretical scholarship addressing themes within IMISCOE's mandated fields of study.IMISCOE REPORTS disseminates Network papers and presentations of a time-sensitive nature in book form.IMISCOE DISSERTATIONS presents select PhD monographs written by IMISCOE doctoral candidates.IMISCOE TEXTBOOKS produces manuals, handbooks and other didactic tools for instructors and students of migration studies.IMISCOE Policy Briefs and more information on the Network can be found at www.imiscoe.org. Equal Opportunities and Ethnic Inequality in European Labour MarketsDiscrimination, Gender and Policies of Diversity All rights reserved. Without limiting the rights under copyright reserved above, no part of this book may be reproduced, stored in or introduced into a retrieval system, or transmitted, in any form or by any means (electronic, mechanical, photocopying, recording or otherwise) without the written permission of both the copyright owners and the authors of the book. ContentsPreface 7 List of contributors 119Preface Knowledge on processes of international migration and integration is often highly fragmentised, while there is evidence that such knowledge can contribute to migration and integration policymaking. For these reasons, 23 European institutes joined forces and established a Network of Excellence on International Migration, Integration and Social Cohesion (IMISCOE) in the Sixth Framework Programme of the European Commission. IMISCOE brings together knowledge and expertise that covers a wide range of topics. These topics involve research into both European and worldwide developments that influence migration flows and integration processes, and are often the subject of political and public debate. IMISCOE aims...

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“…In 1986, Canada did the same by launching the employment equity act program which was seeking to enhance a fairer employment system, understand the constraints faced by ethnic minorities and women in the workplace, and also ensure a fair numerical representation of minorities in different Canadian organizations (Agocs & Burr, 1996). It is needless to say that many other countries like Malaysia, India, Britain and South Africa acted in the same way by facing the cultural discrimination existing in both their public and private businesses (Jain, 1998).…”

Section: Literature Review Cultural Diversitymentioning

confidence: 99%

Diversity Challenges and Organizational Cynicism: A study on Egyptian Physicians

Mousa

2017

Journal of Intercultural Management

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As a result of globalization and interactions of people with various identities, cultural diversity has become a noticeable norm in today's business life. Accordingly, managing such cultural diversity requires a dependence on a much more tolerant culture in which employees seek to attain both career and organizational objectives without being hurdled by irrelevant factors of religion, race, ethnicity and so on. During the last two decades, organizational cynicism has found a place in academic management literature. It has a vital role in interpreting many organizational unwanted behaviors such as: absenteeism, day dreaming and the state of being careless when doing work. This study investigates the association between cultural diversity challenges and organizational cynicism dimensions by conducting a quantitative study of physicians in Kasr El Eini public hospital in Egypt. Upon using correlation and regression analysis for the collected data, it appears that not all cultural diversity challenges have a negative impact on organizational cynicism dimensions.

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Employment equity, affirmative action and managing diversity: assessing the differences

Cited by 204 publications

References 20 publications

How do nurses perceive their cultural diversity? An exploratory case study

How do nurses perceive their cultural diversity? An exploratory case study

Equal Opportunities and Ethnic Inequality in European Labour Markets : Discrimination, Gender and Policies of Diversity

Diversity Challenges and Organizational Cynicism: A study on Egyptian Physicians

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