Managing Diversity and Inclusion in the Global Value Chain

Özbilgin, Mustafa F.

doi:10.31031/siam.2019.01.000508

Cited by 5 publications

(1 citation statement)

References 7 publications

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“…Harjoto et al (2018) published one of the few studies focused on the link between national diversity and inclusion practice. They find that board nationality diversity is positively related to diversity practices (Ozbilgin, 2019).…”

Section: Diversity Practices As Part Of Corporate Social Responsibilitymentioning

confidence: 98%

Diversity and Inclusion Practices as a Booster for Firm Sustainability: Evidence from the Czech Automotive Sector

Велинов

Štrach

2022

Review of Economic Perspectives

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The paper investigates implemented diversity and inclusion practices’ effect on firm sustainability. The study covers a sample of small and middle-sized automotive firms in Czechia, where diversity and inclusion practices have been implemented in relation to firm sustainability. The paper’s methodology is based on theoretical models of diversity management and firm sustainability in the automotive sector. The paper provides evidence that a low number of firms in the Czech Republic in the automotive sector have been rolling out any diversity and inclusion measures but at the same time, the majority of the selected firms have been considering the development and implementation of human resource management practices in the area of diversity and inclusion as a vital part of attracting more investors and aligning with the global sustainable goals of the United Nations. Moreover, the paper brings evidence that the automotive firms in the Czech Republic are following global and regional trends on diversity and inclusion as an important step for a sustainable strategic development.

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Section: Diversity Practices As Part Of Corporate Social Responsibilitymentioning

confidence: 98%

Diversity and Inclusion Practices as a Booster for Firm Sustainability: Evidence from the Czech Automotive Sector

Велинов

Štrach

2022

Review of Economic Perspectives

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Neuronormativity as ignorant design in human resource management: The case of an unsupportive national context

Erbil,

Özbilgin,

Gündoğdu

2024

Human Res Mgmt Journal

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Neurodiversity refers to differences in how people's brains work. Reportedly, human resource functions lag behind scientific developments in offering inclusive design for neurodivergent individuals. Drawing on the sociology of ignorance, we examine mechanisms and forms of ignorant design based on a qualitative study with 20 HR professionals in a country with an unsupportive context for neurodivergence. We expand the literature on an ignorant design by identifying three mechanisms and seven forms of ignorance that shape neuronormative HR policies and practices, revealing that HR practices often marginalise neurodivergent individuals by not recognising their contributions, enforcing neurotypical standards, and maintaining a superficial approach to inclusion. Our findings underscore the need for substantial changes in HR policies and practices, such as involving neurodivergent individuals in policy design, providing comprehensive neurodiversity training for HR professionals, and adopting evidence‐based and inclusive HR strategies. Further, a supportive national context is invaluable for neuroinclusion.

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Les dispositifs d’inclusion des femmes dans les entreprises au Maroc : Une étude documentaire

Abboubi¹,

Nassar²,

Soudi³

et al. 2023

Revue Internationale Des Sciences De l'Organisation

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L’objectif de cette étude est d’explorer le niveau d’investissement des entreprises marocaines dans les pratiques des ressources humaines en faveur de l’inclusion des femmes au travail sous le prisme des dispositifs de la gestion de la diversité, à savoir : l’égalité des droits, l’égalité des chances et l’égalité de traitement. Dans ce sens, nous avons étudié les données secondaires de vingt-six organisations marocaines en matière des politiques ressources humaines (RH) et particulièrement celles relatives à l’inclusion des femmes. La principale conclusion de notre recherche est que la majorité des organisations étudiées appréhendent l’inclusion des femmes par le biais de dispositifs d’égalité des droits tels que les règles et les codes de conduite, tandis que seules quelques politiques se hissent au niveau des dispositifs d’égalité des chances qui s’inscrivent dans une logique compensatoire visant à couvrir les lacunes sociales et/ou organisationnelles en matière d’égalité de genre sur le lieu de travail. En outre, on a relevé une subsidiarité au niveau de la documentation qui traite des pratiques de discrimination positive et d’égalité de traitement.

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Managing Diversity and Inclusion in the Global Value Chain

Cited by 5 publications

References 7 publications

Diversity and Inclusion Practices as a Booster for Firm Sustainability: Evidence from the Czech Automotive Sector

Diversity and Inclusion Practices as a Booster for Firm Sustainability: Evidence from the Czech Automotive Sector

Neuronormativity as ignorant design in human resource management: The case of an unsupportive national context

Les dispositifs d’inclusion des femmes dans les entreprises au Maroc : Une étude documentaire

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