Guest Editorial: Unpacking Diversity, Grasping Inequality: Rethinking Difference Through Critical Perspectives

Zanoni, Patrizia; Janssens, Maddy; Benschop, Yvonne; Nkomo, Stella M.

doi:10.1177/1350508409350344

Cited by 489 publications

(509 citation statements)

References 130 publications

(115 reference statements)

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“…Progressive measures taken in the name of diversity, such as the creation of "mommy tracks' and mentoring schemes for female employees, effectively reproduce notions of gender-based segregation (Kersten, 2000). Thus, the findings of this study offer support to those critics of diversity who seek more radical transformations and demand a 'non-essentialist understanding' of the concept (Zanoni et al, 2010), one which restores social justice arguments to the reform agenda, and challenges the relations of power and dominant ideologies in the organization which perpetuate inequality (Noon, 2007). …”

Section: Discussionmentioning

confidence: 81%

Gender essentialism and occupational segregation in insolvency practice

Joyce

Walker

2015

Accounting, Organizations and Society

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Advances towards egalitarianism in professional recruitment may be offset by processes of occupational re-segregation. Drawing on gender theory this paper investigates horizontal segregation in the UK insolvency profession, as revealed through the lived experiences of female and male practitioners. It is shown that horizontal segregation pervades at different levels of practice and is undergirded by various elements of gender essentialism. Physical essentialism explains why insolvency practice has been traditionally gendered male. Interactional essentialism combines with the management of work-life balance to define the subfields of corporate and personal insolvency as masculine and feminine respectively. Gender essentialist assumptions also pervade the distribution of roles and the allocation of work tasks. Networks are identified as arenas for the reproduction and perpetuation of occupational segregation. The findings indicate the continuing potency of gender in everyday professional life, and suggest the limitations of diversity-orientated policies and the complexities of formulating transformative agendas.

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Section: Discussionmentioning

confidence: 81%

Gender essentialism and occupational segregation in insolvency practice

Joyce

Walker

2015

Accounting, Organizations and Society

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“…As we commented in the introduction, contemporary research literature on both sides of the Atlantic north can be classified into two major blocks (Zanoni et al, 2010;Tatli, 2011;Özbilgin;Tatli, 2011). On one side are those studies that fall into what has been called the mainstream approach, making the business case for diversity management and the benefits an organization can yield from a diversified workforce.…”

Section: Diversity Management In Debatementioning

confidence: 99%

“…The mainstream is occupied by those for whom diversity management theory and practice represent a positive development of the previous literature on inequality in the workplace; correcting mistakes whilst remaining in tune with affirmative action (Zanoni et al;Tatli, 2011;Özbilgin;Tatli, 2011). A more critical approach can be found amongst those who argue that mainstream diversity management discourses and suggested practices actually represent a threat to the conquest of a workplace free of discrimination and inequalities, since their principle pillars are those of individual differences and the business environment performance, essentially putting aside issues of structural inequalities that by certain degree inform organizational practices (see for example, Noon, 2010).…”

mentioning

confidence: 99%

Which foot first: diversity management and affirmative action in Brazilian business

Conceição

Spink

2013

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This paper discusses the relative importance of diversity management programs and government initiatives in reducing job access inequalities. It contrasts the affirmative action-0diversity management process in the USA with that of Brazil, where racial inequality has remained extremely persistent. Using the relational framework (Syed; Özbilgin, 2009) it examines how Brazilian banks are dealing with diversity and affirmative action following initiatives from the Federal Public Prosecutor’s Office for Labor. The results suggest that, individually, neither diversity management nor legal initiatives are sufficient to ensure effective social justice but, in settings of durable inequality, firm legal initiatives are a necessary first step.Cet article traite de l’importance relative des programmes de gestion de la diversité et des initiatives gouvernementales pour réduire les inégalités d’accès à l’emploi. Il met en contraste le processus de gestion de la discrimination positive-diversité aux États-Unis avec celui du Brésil, où l’inégalité raciale persiste encore beaucoup. En utilisant le cadre relationnel (Syed; Özbilgin, 2009), il examine comment les banques brésiliennes traitent la diversité et la discrimination positive à la suite des initiatives du Bureau du Procureur Public Fédéral du Travail. Les résultats suggèrent que, à titre individuel, ni la gestion de la diversité ni les initiatives juridiques sont suffisantes pour assurer l’efficacité de la justice sociale, mais, en termes d’inégalité durable, des initiatives juridiques fermes sont une première étape nécessaire.En este trabajo se analiza la importancia relativa de los programas de gestión y las iniciativas del gobierno para la reducción de las desigualdades en el acceso al empleo. Contrasta este proceso de acción positiva de gestión de la diversidad en los EE. UU. con la de Brasil, donde la desigualdad racial sigue siendo extremadamente persistente. Usando el marco relacional (Syed; Özbilgin, 2009) se examina cómo los bancos brasileños tratan la diversidad y las acciones positivas siguiendo las iniciativas de la Oficina Federal del Ministerio Público para el Trabajo. Los resultados sugieren que, de forma individual, ni la gestión de la diversidad ni las iniciativas legales son suficientes para garantizar una justicia social efectiva pero, en contextos de desigualdades durables, resulta un primer paso necesario

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“…This future would be one in which ethnic minorities would comprise a major part of society, as employees, customers and clients of commercial and public services (Zanoni et al 2010). Diversity management was widely embraced as the 'palatable alternative' amongst sceptics of affirmative action (Lorbiecki and Jack 2000, 20;cf.…”

Section: Convergences Between Migration and Diversity Managementmentioning

confidence: 99%

“…While the corpus for this article's analysis comes from each of these approaches, I align myself with and seek to extend the latter's position, which counters the usually celebratory language of diversity and migration management with a critical view to the ways in which inequalities get (re-)inscribed. At the European level, notable publications about diversity include the European Commission reports 'The Costs and Benefits of Diversity' (Zanoni et al 2010). This also broadly reflects a disciplinary divide or, at least, a separation of research areas, between those that study respectively diversity management and migration management i .…”

Section: Introductionmentioning

confidence: 99%

Converging logics? Managing migration and managing diversity

Jong

2015

Journal of Ethnic and Migration Studies

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Migration management and diversity management are recognised as central paradigms in the context of migration and plural societies. A review of scholarly literature analysing the discourses and practices of migration and diversity management reveal that the two phenomena have been studied in isolation and that research on diversity management has predominantly been published in organisation and management literature rather than being integrated in the field of ethnic and migration studies. This article argues that it is relevant and fruitful to study migration management and diversity management in conjunction, since there are significant thematic and logical convergences, and to incorporate diversity management in the study of migration in order to obtain a deeper understanding of the entanglement of migration and diversity management. Based on a synthesis of scholarship and analysis of European reports, the article proposes to recognise three main convergences between the logic of migration management and diversity management: the presentation of migration and plurality as the 'new' norm; optimisation; and, technocracy. Finally, Isuggest directions for a shared research agenda, and, drawing on the prominence of a Foucauldian governmentality framework in critical studies of migration and diversity management, present this as a potentially useful point of departure.

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Guest Editorial: Unpacking Diversity, Grasping Inequality: Rethinking Difference Through Critical Perspectives

Cited by 489 publications

References 130 publications

Gender essentialism and occupational segregation in insolvency practice

Gender essentialism and occupational segregation in insolvency practice

Which foot first: diversity management and affirmative action in Brazilian business

Converging logics? Managing migration and managing diversity

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