Socially responsible diversity management

Abstract

A B S T R A C TThe purpose of this article is to develop a conceptual framework to describe 'socially responsible diversity management'. This framework seeks to demonstrate that the desired social justice outcomes of affirmative action programs and the business benefits of diversity management programs can be achieved but only by undertaking initiatives at a number of levels. Traditional approaches to affirmative action have been unsuccessful in achieving their goal of equitable labour market outcomes and it is unclear that diversity management programs have contributed to business outcomes. The article argues that neither affirmative action nor diversity management has been able to fully achieve its objectives because of a number of limitations. The article argues that organisations can achieve better business outcomes, as well as equity outcomes associated with a diverse workforce, by adopting a relational, multilevel framework of managing diversity. Such a framework provides for the creation of what is termed 'socially responsible diversity management'.

Retaining a diverse workforce: the impact of gender‐focused human resource management

“…Keeping all other variables studied at their mean values, every five additional gender‐focused policies and practices adopted in a gender diverse organisation (50/50 gender composition) reduced turnover by 5.9 per cent. The findings support the relational framework of diversity management, which advocates for the alignment between factors operating at the national level (focus of laws on women) and those operating at the organisational level (organisational gender diversity and gender‐focused HRM) (Syed and Kramar, ; Syed and Özbilgin, ; Forstenlechner et al ., ). The results also strengthen the arguments that diversity management can affect the diversity–outcome relationship (Guillaume et al ., ), and a comprehensive set of HR policies and practices is more effective than individual policies and practices (Batt and Valcour, ).…”

Lessons Learned from Community Organizations: Inclusion of People with Disabilities and Others

“…Similarly, Pelled, Ledford andMohrman (1999, p. 1014) defined inclusion as 'the degree to which an employee is accepted and treated as an insider by others in a work system'. Some sociology or diversity management scholars extend the organizational definition of inclusion (Giddens, 2009;Mor Barak, 2010;Syed and Kramar, 2009) to equal opportunity for minorities to participate in all spheres of social activities, including work and non-work activities in organizations. These are important and useful definitions of inclusion, but they neglect the voice of minorities and supportive stakeholders.…”

“…Mor Barak, 2010;Nishii, 2012;Özbilgin, 2009;Syed and Kramar, 2009) which have begun to identify the changing nature of inclusion. Mor Barak, 2010;Nishii, 2012;Özbilgin, 2009;Syed and Kramar, 2009) which have begun to identify the changing nature of inclusion.…”

Age diversity management and organisational outcomes: The role of diversity perspectives

“…Australia is similar to other Western democracies (e.g., the United Kingdom) in terms of being low in uncertainty avoidance (i.e., few practices; Hofstede, ; Peretz et al, ), having similar discrimination legislation (e.g., age discrimination laws), and having few regulations accompanied by high managerial discretion (Burgess, Henderson, & Strachan, ; Strachan, Burgess, & Sullivan, ). However, Australian equal opportunity (EO) laws for the private sector (e.g., Workplace Gender Equality Act 2012) focus on women (Syed & Kramar, ). Although no EO legislation for age diversity exists (Encel, ), Australia's Age Discrimination Act 2004 prohibits discrimination based on age in areas including employment (Commonwealth of Australia, ).…”

“…Gender Equality Act 2012) focus on women (Syed & Kramar, 2009). Although no EO legislation for age diversity exists (Encel, 2001), Australia's Age Discrimination Act 2004 prohibits discrimination based on age in areas including employment (Commonwealth of Australia, 2004).…”