Politiques de la diversité

“White Diversity”: Paradoxes of Deracializing Antidiscrimination

“…However, while in theory advocating a more fluid and inclusive society, these concepts and their implementation have turned out to be increasingly prescriptive in practice, as they are wielded by socially powerful groups to the disadvantage of marginalized, mostly racialized communities (Berrey 2005;Mayorga-Gallo 2014). This is what I refer to in this article as white diversity, lending to this notion a dual sense that is, first and foremost, grounded in the progressive elision of race and ethnicity from the space of diversity politics, as it has been notably documented in the case of France (Doytcheva 2008(Doytcheva , 2015; then, the mainstreaming of diversity ideals into a majority-centered discourse about a diversity that is "beneficial to all", with both eventually concurring to reshape, rather than mitigate, raced power structures and boundaries within the very procedures designed to pursue equality.…”

“…This article shall critically examine these developments by comparing the construction of a "generic diversity" norm (Doytcheva 2008;Clarke 2011;Cooper 2004)-in scholarly debates and throughout politics and public policy-with its specific uses and appropriation by social actors and organizations. To do so, I rely on an extensive literature review that brings together findings from multiple fields of research and analysis within a "globally comparative" approach (Wimmer 2006), and, secondarily, on a longitudinal empirical analysis of European and French policies on diversity and non-discrimination (Doytcheva 2008(Doytcheva , 2015, particularly in the workplace. One of the main objectives of this paper will thus be to compare the ideational and conceptual assumptions which underpin the academic "normalization" (Wessendorf 2014) of the diversity paradigm, on the one hand, with some of its major organizational applications on the other.…”

Servir l’entreprise ou la changer ?

“…Dans toutes les entreprises, la « mixité » femmes-hommes et l'intégration des personnes handicapées sont les « priorités » de la politique diversité, reflétant celles des politiques publiques d'égalité dans l'emploi. Les minorités ethnoraciales, qui étaient initialement au coeur du discours de la diversité porté par ses premiers promoteurs dans le monde des affaires, ont été largement effacées de ces dispositifs (Coulon et al, 2018 ;Doytcheva, 2015), et les autres motifs de discrimination sont peu investis. et al, 2017, p. 43).…”

“…; « reporting » sur la « performance extra-financière » de l'entreprise ; partenariat avec des associations promouvant l'égalité des chances, l'inclusion ou la mixité, etc. Ces dispositifs, principalement adossés à des outils de communication et mobilisant peu de ressources, n'affectent que marginalement les routines gestionnaires (Bereni, 2018 ;Doytcheva, 2015 ;Edelman, 2016). S'ils ont en commun d'être associés à un discours qui entend mettre en équation différence, équité et performance, leur hétérogénéité donne à voir la plasticité de la catégorie de diversité.…”

Çokkültürlülük Algi Ölçeği̇: Geçerli̇k Ve Güveni̇rli̇k Çalişmasi

“…Milletleri millet yapan kuvvet ve inançların, kültür adı altında toplandığı söylenebilir. Özetle; kültür davranış kalıpları, tutumlar, normlar, değerler, iletişim biçimleri, dil, inançlar, eylemler, sağlık koşulları, uygarlık, üretim, eğitim ürünü gibi birçok öğeyi içerisinde barındıran bir yapıya sahiptir (Doytcheva, 2005;Güvenç, 1994;San, 1983). Kültürel özelliklerin bir toplumda yaşatılması ve yaşanmasına imkân tanınması demokrasinin önemli unsurlarından birini oluşturmaktadır.…”