Reviving agency: taking time and making space for rethinking diversity and inclusion

Ghorashi, Halleh; Ponzoni, Elena

doi:10.1080/13691457.2013.777332

Cited by 44 publications

(60 citation statements)

References 24 publications

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“…This discursive shift accompanies the persistent image of migrants and refugees as problems (Ghorashi, 2014), who are either causing difficulties for the society or costing too much. Similar developments are observable in other countries in the West as well (Sulaiman-Hill, Thompson, Afsar, & Hodliffe, 2011;Ghorashi & Ponzoni, 2014). The growth of adverse discourses related to migrants and refugees has had decisive consequences for asylum seekers coming to The Netherlands.…”

Section: Asylum Seekers: Images and Materials Conditionsmentioning

confidence: 62%

The Normality and Materiality of the Dominant Discourse: Voluntary Work Inside a Dutch Asylum Seeker Center

Larruina

Ghorashi

2016

Journal of Immigrant & Refugee Studies

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Section: Asylum Seekers: Images and Materials Conditionsmentioning

confidence: 62%

The Normality and Materiality of the Dominant Discourse: Voluntary Work Inside a Dutch Asylum Seeker Center

Larruina

Ghorashi

2016

Journal of Immigrant & Refugee Studies

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“…organizational members) and the researcher as a type of participant affect the research process. Such research is meant to prompt members to reflect on the consequences of their actions (Ashcraft, 1999;Ghorashi and Ponzoni, 2014;Ghorashi and Sabelis, 2013). The "collaborative" character of participative research has a dual aim: to generate understanding, and to encourage the assessment and transformation of widely taken-for-granted modes of organizing in the focal organization (Beyes and Steyaert, 2011).…”

Section: Method Research Site and Data Analysismentioning

confidence: 99%

“…Minority employees are viewed not merely as passive receptacles of control but as agents who reflexively act in more or less compliant ways. These actions might create partial organizational spaces for their own micro-emancipation and, potentially, lead to more emancipative ways of organizing diversity (Ghorashi and Ponzoni, 2014;Janssen and Zanoni, 2014;Tatli and Özbilgin, 2012;Tomlinson and Schwabenland, 2010).…”

Section: The Enabling and Constraining Properties Of The Organizationmentioning

confidence: 99%

“…Bendick et al, 2010;Boogaard and Roggeband, 2009;Holvino and Kamp, 2009;Muhr and Salem, 2013;Samaluk, 2014;Siim, 2013;Tomlinson and Schwabenland, 2010). Second, diversity research predominantly investigates the barriers that minority ethnic workers experience rather than the agency that they deploy (for exceptions see, e.g., Ariss et al, 2012;Boogaard and Roggeband, 2009;Ghorashi and Ponzoni, 2014;Tatli and Özbilgin, 2012;Tomlison et al, 2013;Zanoni and Janssens, 2007). Third, the tenacity of unequal treatment in organizations is mainly addressed in socio-psychological terms as the effect of (majority) prejudice.…”

Section: Introductionmentioning

confidence: 99%

“…This adds to the diversity literature focused on crafting more emancipative ways of organizing workplace diversity (e.g. Ariss et al, 2012;Ghorashi and Ponzoni, 2014;Ghorashi and Sabelis, 2013;Janssens and Zanoni, 2014;Mamman et al, 2012).…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Spatially embedded inequality

Holck

2016

Personnel Review

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Spatially embedded inequality: Exploring structure, agency, and ethnic minority strategies to navigate organizational opportunity structures Abstract Purpose -This paper applies a spatial approach to organizational inequality to explore why unequal opportunity structures persist in an organization despite its commitment to diversity and employing highly skilled ethnic minority employees. Design/methodology/approach -The (re)production of inequality is explored by linking research on organizational space with HRM diversity management. Data from an ethnographic study undertaken in a Danish municipal center illustrates how a substructure of inequality is spatially upheld alongside a formal diversity policy. Archer's distinction between structure and agency informs the analysis of how minority agency not only reproduces but also challenges organizational opportunity structures.Findings -The analysis demonstrates how substructures of inequality stabilize in spatial routines enacted in an ethnic zoning of the workplace and ethnification of job categories. However, the same spatial structures allows for a variety of opposition and conciliation strategies among minority employees, even though the latter tend to prevail in a reproduction rather than a transformation of the organizational opportunity structures.Research limitations/implications -The reliance on a single case study restricts the generalizability of the findings but highlights fruitful areas for future research. Practical implications -The study sensitizes HRM practitioners to the situated quality of workplace diversity and to develop a broader scope of HRM practices to address the more subtle, spatially embedded forms of inequality. Originality/value -Theoretical and empirical connections between research on organizational space and HRM diversity management have thus far not been systematically studied. This combination might advance knowledge on the persistence of micro-inequality even in organizations formally committed to diversity. KeywordsHRM diversity management practice, workplace diversity, organizational space and power, embodiment, ethnic minority strategies.

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Making Societies Social Again After the Crisis

Lorenz

2022

Remaking Social Work for the New Global Era

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Reviving agency: taking time and making space for rethinking diversity and inclusion

Cited by 44 publications

References 24 publications

The Normality and Materiality of the Dominant Discourse: Voluntary Work Inside a Dutch Asylum Seeker Center

The Normality and Materiality of the Dominant Discourse: Voluntary Work Inside a Dutch Asylum Seeker Center

Spatially embedded inequality

Making Societies Social Again After the Crisis

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