International Handbook on Diversity Management at Work

Klarsfeld, Alain; Roper, Ian; Tatlι, Ahu; Booysen, Lize; Ng, Eddy S.

doi:10.4337/9780857939319

Cited by 20 publications

(16 citation statements)

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“…Owing to increasingly recognized admonitions regarding the universal applicability of western diversity management conceptualizations and findings (Cooke and Saini, 2010;Klarsfeld et al, 2014), this study extends work on two types of diversity and their differential impact on EWB in India. This helps contribute to the indigenous diversity scholarship than assuming pseudoapplicability of populist diversity frameworks.…”

Section: Discussionmentioning

confidence: 88%

“…Further, study findings have some key theoretical implications. Klarsfeld et al (2014) note that the approach, discussion and reflection over questions related to multiculturalism in varied societal contexts have been hesitant, passive and perceived as difficult. We contribute to theory and body of knowledge by exploring what is diversity in the Indian context.…”

Section: Discussionmentioning

confidence: 99%

“…While diversity and its effects have been fundamental to human resource management literature in the west, scholarly deliberation in India is still in its infancy (Kulkarni, 2015). Conducting a study on workforce diversity and EWB in Indian corporate responds to the call for high-quality indigenous studies to generate contextualized knowledge toward diversity management (Cooke and Saini, 2010;Klarsfeld et al, 2014).…”

Section: Introductionmentioning

confidence: 99%

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Perceived diversity and employee well-being: mediating role of inclusion

Jaiswal¹,

Dyaram

2019

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Purpose While literature cites several distinct studies on workforce diversity and employee well-being (EWB), attention to their combined significance has been limited. Extant work highlights cognitive outcomes of diversity, while its impact on affect-related outcomes is underexplored. The purpose of this paper is to examine how employee perceptions of diversity (based on surface and/or knowledge attributes) influence their well-being and how perception of inclusion mediates this relationship. Design/methodology/approach In total, 248 full-time employees from large organizations across varied industries in India have participated in this survey-based study. Findings Structural equation modeling results indicate surface and knowledge diversity to significantly impact EWB. Surface diversity adversely affected well-being, while knowledge diversity had favorable impact. Besides, inclusion was found to be a significant mediator between knowledge diversity and well-being but not between surface diversity and well-being. Research limitations/implications Present study explores the diversity–well-being link through the lens of perceived inclusion. Future research should consider contextual factors that will influence these relationships. Practical implications Managerial nudging can enhance employee self-control, intrinsic motivation and well-being. Further, managers should note how knowledge diversity aids in well-being toward constructive cross-functional synergy building. Originality/value Study conceptualizes diversity from Indian social and employment perspectives, while incorporating inclusion as a contextual factor currently under-researched empirically in the Indian context. Further, the authors contribute to the limited literature on affect-related effects of diversity.

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Section: Discussionmentioning

confidence: 88%

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Perceived diversity and employee well-being: mediating role of inclusion

Jaiswal¹,

Dyaram

2019

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“…Affirmative action in the form of reservation system was implemented in government organizations, with initial focus on the historically disadvantaged castes and tribes. There is persistent governmental thrust to extend quota system (affirmative action) into the realm of the private sector but in vain (Klarsfeld et al, 2014). Recent developments such as enhancement of maternity leave benefits (Singh, 2016a(Singh, , 2016b, reporting requirements on efforts to prevent sexual harassment (Singh, 2016a(Singh, , 2016b, decriminalization of consensual samesex acts (Azhar, 2019) and reintroduction of the amended transgender persons (Protection of Rights) bill (Philip and Soumyaja, 2019) have incited further action towards workplace diversity.…”

Section: Resultsmentioning

confidence: 99%

Towards a confluence: disability inclusion and organizational change

Suresh

Dyaram

2020

JIBR

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Purpose Despite increased attention towards workplace disability in global and local development agenda, mainstream inclusion of persons with disability continues to be a challenge for most organizations. This paper aims to explore how organizations can be facilitated for adapting to the need and responsibility for change, towards evolving into disability inclusive workplaces. Design/methodology/approach This paper uses an inter-domain approach by linking organization change and development models to Indian indigenous disability management literature. Findings This review indicates that in comparison with the other dimensions of diversity, disability brings unique challenges that need a differentiated management approach. Further, it finds a strong base for organizations to approach disability management as a strategic and transformative change initiative, aligning with some of the proven change and organization development (OD) interventions. Research limitations/implications This paper draws implications for disability management and highlights the need for a practice perspective towards disability management and OD. Originality/value This paper provides an integrated view of critical factors influencing workplace disability management and OD.

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“…This width and depth of EDI discourses have already been covered by different books published in recent years which focus on different topics. Drawing on different perspectives these books covered a range of EDI issues such as general overviews (Konrad et al 2006;Gatrell and Swan 2008;Green and Kirton 2009;Bendl et al 2015), diversity dimensions (Pincus 2006;Bell 2012), inclusion (Ferdman and Deane 2014), regional and international perspectives (Kecia 2008;Özbilgin and Tatli 2008;Klarsfeld 2010;Özbiligin and Syed 2010;Klarsfeld et al 2014Klarsfeld et al , 2016, workplace issues (Prasad et al 1997;Brief 2008;Özbilgin 2009; Tyson and Parry 2011; Mor Barak 2017), special sectors (Rice 2005; Dancy 2010; Edwards 2010), challenges from legal unpinning (Kirton and Greene 2006;Healy et al 2011), cases (Konrad 2006) and identity issues (Michaels 2006;Stockdale and Crosby 2006;Hannum et al 2010;Booysen 2018) as well as broader economic and political issues (Williamson 2006;Carayannis et al 2008;Lott 2010). While many texts in these books have an empirical basis and provide thought-provoking insights, it has become evident that empirical work with EDI issues requires attention to contextual and local specifics, intersectionality and widely researched processes of reproduction of stereotypes, as well as the influence of identity formation processes of the researched subjects and researchers during the research process (Zanoni et al 2010;Atewologun et al 2016).…”

Section: Introductionmentioning

confidence: 99%