Inhoud
Lecture 1: Diversity Gender and Diversity in Organizations ....................................................................................................... 3
Acker – Inequality regimes .................................................................................................................................................. 11
Kirton & Greene Chapter 1 Introduction – what is diversity? ............................................................................................. 11
Background to the book ................................................................................................................................................. 11
What is diversity? ........................................................................................................................................................... 11
Diversity as a descriptor of the workforce ...................................................................................................................... 11
The social construction of identity ................................................................................................................................. 12
The social construction of inequalities ........................................................................................................................... 12
Focusing on the UK and European diversity contexts ..................................................................................................... 13
The book’s contents ....................................................................................................................................................... 13
Using the book ................................................................................................................................................................ 13
Chapter 2 Diversity in the labour market ............................................................................................................................ 13
Introduction .................................................................................................................................................................... 13
Gender and the labour market ....................................................................................................................................... 13
Black and minority-ethnic and migrant employment ..................................................................................................... 15
Employment and religion................................................................................................................................................ 17
Disability and employment ............................................................................................................................................. 18
Older workers in the labour market ............................................................................................................................... 20
Lesbians’ and gay men’s employment ............................................................................................................................ 21
Lecture 2 Gender – Diversity – Identity .................................................................................................................................... 22
Alvesson – Identity Matters................................................................................................................................................. 30
Kirton & Greene Chapter 3 Theorizing patterns of labour market segregation and inequality........................................... 32
Introduction .................................................................................................................................................................... 32
Employment segregation ................................................................................................................................................ 32
Economic explanations for employment segregation .................................................................................................... 32
Weaknesses of economic theories of segregation ......................................................................................................... 35
The changing evidence base ........................................................................................................................................... 35
Theoretical gaps ............................................................................................................................................................. 36
Key learnings................................................................................................................................................................... 37
Sociological explanations for labour market segregation and inequalities .................................................................... 37
Conclusion ...................................................................................................................................................................... 40
Chapter 5 Theorizing policy approaches to equality and diversity (SYNERGY) .................................................................... 41
Hatch & Schultz Chapter 4: An integrative theory of intergroup conflict ............................................................................ 44
Chapter 5: Who is the ‘we’? Levels of collective identity and self-representations ............................................................ 45
Chapter 15: The dynamics of organizational identity .......................................................................................................... 46
Lecture 3 Gender and Diversity in Organizations – Inclusion, organizational practices, impression management ................. 51
Shore – Inclusion and Diversity in Work Groups: A Review and Model for Future Research .............................................. 57
Bell at al. – Voice, silence and diversity in 21st century organizations: strategies for inclusion of gay, lesbian, bisexual and
transgender employees ....................................................................................................................................................... 60
Janssens & Zanoni – Alternative diversity management: organizational practices fostering ethnic equality at work ........ 61
, Kirton & Greene Chapter 4: Diversity in the workplace ...................................................................................................... 62
Analyzing equality and diversity at the workplace ......................................................................................................... 62
Unpacking workplace diversity issues ............................................................................................................................ 62
Hatch & Schultz Chapter 3: The arts of impression management ....................................................................................... 64
Defensive attributes and practices ................................................................................................................................. 64
Protective practices ........................................................................................................................................................ 64
Tact regarding tact .......................................................................................................................................................... 65
Lecture 4: Power and resistance .............................................................................................................................................. 66
Zanoni & Janssens – Minority Employees Engaging with (Diversity) Management: an analysis of control, agency and
micro-emancipation ............................................................................................................................................................ 72
Kelan – From Biological Clocks to Unspeakable Inequalities: the intersectional positioning of young professionals ......... 74
Intersectionality – age and gender in professionals ....................................................................................................... 74
The biological clock, being in a minority and generational change ................................................................................ 74
Thomas et al. – What’s age got to do with it? On the critical analysis of age and organizations ........................................ 75
Hatch & Schults Chapter 17: Identity regulation as organizational control producing the appropriate individual ............. 78
Identity regulation in context ......................................................................................................................................... 78
Identity regulation as organizational control .................................................................................................................. 79
Lecture 5: Gest Lecture Diversity & Inclusion ........................................................................................................................... 82
Lecture 6 Leadership & HRM .................................................................................................................................................... 97
DiTomaso - Racism and discrimination versus advantage and favoritism: bias for versus bias against. ........................... 105
Kirton et al. - British diversity professionals as change agents – radicals, tempered radicals or liberal reformers? ......... 108
Kirton & Greene Chapter 8: Equality and diversity policy in action ................................................................................... 111
Diversity practitioners .................................................................................................................................................. 111
The role of line managers ............................................................................................................................................. 111
Equality and diversity policy in organizations ............................................................................................................... 112
Kirton & Greene Chapter 9: Diversity and organizational performance ............................................................................ 113
The business case for diversity ..................................................................................................................................... 114
Workforce diversity impact on competitive advantage ................................................................................................ 114
Corporate board diversity and firm performance ........................................................................................................ 115
Impact of diversity at work group and team levels ...................................................................................................... 115
Lecture 7: Organizational Change .......................................................................................................................................... 116
Kirton & Greene Chapter 10: The social policy context of equality and diversity......................................................... 123
Policies impacting on race/ethnic equality ................................................................................................................... 123
Policies impacting on gender equality .......................................................................................................................... 123
Policies impacting on equality for older workers.......................................................................................................... 124
Policies impacting on younger workers ........................................................................................................................ 124
Policies impacting on disability equality ....................................................................................................................... 125
Policies impacting on equality for LGBT employee s .................................................................................................... 125
Policies impacting on religion and belief quality .......................................................................................................... 125
2
,Lecture 1: Diversity Gender and Diversity in Organizations
Introduction
- Timely topic; political and controversial
- Links to social justice, discrimination, social inequalities
- Also strong managerial relevance: possible source of business advantage
- In Business Administration since the 1990s, US heritage
- Changing discourse: from AA – EO – DM - D&I
AA? Equal Opportunities – Diversity Management – Diversity and Inclusion
- Key challenge for leaders and for HRM
Business motives
What is diversity?
We identify three main uses of the term:
A. as a descriptor of the workforce; social group-based and therefore collective – gender,
race/ethnicity, age, religion, disability, sexual orientation – to individual characteristics,
including qualifications, lifestyle, personality personal interests, talents and competences,
values and beliefs, and many others.
B. as a policy approach to managing the workforce; about the nature of the equality project,
what needs to be done, why and how
C. as a theoretical paradigm highlighting the significance of socio-bio-demographic differences;
diversity shifts towards ideas of human difference and away from the more familiar and
conventional ideas of human sameness reflected in the traditional equality paradigm
Growing stakes in diversity
- Changing composition of the work force
- Towards a service economy: legitimacy to customers
- Talent intensive organizations: gold collar workers, using all talent available
- Diversity improves business performance
Concept diversity
- small definition:
o center stage for social categories
o gender, race/ethnicity, class, (and age, sexual orientation, disability)
o intersections of identity categories
o roots in equality theories
- broad definition:
o individual focus
o all possible differences
o roots in differentiation theories
o link with meritocracy
Central notions
- Race and ethnicity
- Gender
3
, - Social constructions
- Power-laden
Concept identity
- Paradox of diversity: simultaneous centrality for group and individual
- Underlying notion of identity: who am I at work?
- Self-identification and identification by others
identity can be imposed (ascribed by others) and consciously assumed (achieved by self-
identification)
- Multilevel identities (individual-group-organization-society)
Jenkins (2004: 17) suggests that the world as constructed and experienced by humans can be
best understood as three distinct ‘orders’:
o ‘the individual order’ is the human world as made up of embodied individuals, and
what-goes-on- in-their-heads’; this ‘order’ helps us to think about and explain why
people make the career
o ‘the interactive order is the human world as constituted in relationships between
individuals, in ‘what-goes-on-between-people’; this level of analysis focuses us on the
relational, interactive aspects of working life and the way that these influence
careers;
o ‘the institutional order’ is the human world of pattern and organization, of established-
ways-of-doing-things’; this helps to shift our attention away from career decision
making at a purely individual level and highlights the wider context in which individuals
operate.
- Multiple identities intersect: intersectionality of gender, race and class, age and sexual
orientation
Social theory foundations
- Social construction of inequality
- Mutual influence of structure and agency
- Relevance of structure: do structures determine positions, rendering people structural
dopes? (Neo-classical economics) employment outcomes simply reflect a combination of
individual merit, preferences and choices. Which leads to patterns of inequality. Another
argument is that inequalities exist because the capitalist system of production is based on the
principles of market competition, which inherently creates winners and losers in order to
provide sources of cheap labour.
- Relevance of agency: do actions determine positions: blaming the victim for their own
inequalities? (sociological explanation) employment discrimination and patterns of inequality
do not simply happen; they occur because of the actions of organizations and individuals and
therefore are not inevitable or insurmountable. From this point of view, policy making can
make a difference
Critical diversity studies
- Broad variety of theoretical frameworks
- Key goals: contest instrumental view of differences, better understanding power relations,
contribute to transforming inequalities
- Historical overview of development of diversity research:
4
Lecture 1: Diversity Gender and Diversity in Organizations ....................................................................................................... 3
Acker – Inequality regimes .................................................................................................................................................. 11
Kirton & Greene Chapter 1 Introduction – what is diversity? ............................................................................................. 11
Background to the book ................................................................................................................................................. 11
What is diversity? ........................................................................................................................................................... 11
Diversity as a descriptor of the workforce ...................................................................................................................... 11
The social construction of identity ................................................................................................................................. 12
The social construction of inequalities ........................................................................................................................... 12
Focusing on the UK and European diversity contexts ..................................................................................................... 13
The book’s contents ....................................................................................................................................................... 13
Using the book ................................................................................................................................................................ 13
Chapter 2 Diversity in the labour market ............................................................................................................................ 13
Introduction .................................................................................................................................................................... 13
Gender and the labour market ....................................................................................................................................... 13
Black and minority-ethnic and migrant employment ..................................................................................................... 15
Employment and religion................................................................................................................................................ 17
Disability and employment ............................................................................................................................................. 18
Older workers in the labour market ............................................................................................................................... 20
Lesbians’ and gay men’s employment ............................................................................................................................ 21
Lecture 2 Gender – Diversity – Identity .................................................................................................................................... 22
Alvesson – Identity Matters................................................................................................................................................. 30
Kirton & Greene Chapter 3 Theorizing patterns of labour market segregation and inequality........................................... 32
Introduction .................................................................................................................................................................... 32
Employment segregation ................................................................................................................................................ 32
Economic explanations for employment segregation .................................................................................................... 32
Weaknesses of economic theories of segregation ......................................................................................................... 35
The changing evidence base ........................................................................................................................................... 35
Theoretical gaps ............................................................................................................................................................. 36
Key learnings................................................................................................................................................................... 37
Sociological explanations for labour market segregation and inequalities .................................................................... 37
Conclusion ...................................................................................................................................................................... 40
Chapter 5 Theorizing policy approaches to equality and diversity (SYNERGY) .................................................................... 41
Hatch & Schultz Chapter 4: An integrative theory of intergroup conflict ............................................................................ 44
Chapter 5: Who is the ‘we’? Levels of collective identity and self-representations ............................................................ 45
Chapter 15: The dynamics of organizational identity .......................................................................................................... 46
Lecture 3 Gender and Diversity in Organizations – Inclusion, organizational practices, impression management ................. 51
Shore – Inclusion and Diversity in Work Groups: A Review and Model for Future Research .............................................. 57
Bell at al. – Voice, silence and diversity in 21st century organizations: strategies for inclusion of gay, lesbian, bisexual and
transgender employees ....................................................................................................................................................... 60
Janssens & Zanoni – Alternative diversity management: organizational practices fostering ethnic equality at work ........ 61
, Kirton & Greene Chapter 4: Diversity in the workplace ...................................................................................................... 62
Analyzing equality and diversity at the workplace ......................................................................................................... 62
Unpacking workplace diversity issues ............................................................................................................................ 62
Hatch & Schultz Chapter 3: The arts of impression management ....................................................................................... 64
Defensive attributes and practices ................................................................................................................................. 64
Protective practices ........................................................................................................................................................ 64
Tact regarding tact .......................................................................................................................................................... 65
Lecture 4: Power and resistance .............................................................................................................................................. 66
Zanoni & Janssens – Minority Employees Engaging with (Diversity) Management: an analysis of control, agency and
micro-emancipation ............................................................................................................................................................ 72
Kelan – From Biological Clocks to Unspeakable Inequalities: the intersectional positioning of young professionals ......... 74
Intersectionality – age and gender in professionals ....................................................................................................... 74
The biological clock, being in a minority and generational change ................................................................................ 74
Thomas et al. – What’s age got to do with it? On the critical analysis of age and organizations ........................................ 75
Hatch & Schults Chapter 17: Identity regulation as organizational control producing the appropriate individual ............. 78
Identity regulation in context ......................................................................................................................................... 78
Identity regulation as organizational control .................................................................................................................. 79
Lecture 5: Gest Lecture Diversity & Inclusion ........................................................................................................................... 82
Lecture 6 Leadership & HRM .................................................................................................................................................... 97
DiTomaso - Racism and discrimination versus advantage and favoritism: bias for versus bias against. ........................... 105
Kirton et al. - British diversity professionals as change agents – radicals, tempered radicals or liberal reformers? ......... 108
Kirton & Greene Chapter 8: Equality and diversity policy in action ................................................................................... 111
Diversity practitioners .................................................................................................................................................. 111
The role of line managers ............................................................................................................................................. 111
Equality and diversity policy in organizations ............................................................................................................... 112
Kirton & Greene Chapter 9: Diversity and organizational performance ............................................................................ 113
The business case for diversity ..................................................................................................................................... 114
Workforce diversity impact on competitive advantage ................................................................................................ 114
Corporate board diversity and firm performance ........................................................................................................ 115
Impact of diversity at work group and team levels ...................................................................................................... 115
Lecture 7: Organizational Change .......................................................................................................................................... 116
Kirton & Greene Chapter 10: The social policy context of equality and diversity......................................................... 123
Policies impacting on race/ethnic equality ................................................................................................................... 123
Policies impacting on gender equality .......................................................................................................................... 123
Policies impacting on equality for older workers.......................................................................................................... 124
Policies impacting on younger workers ........................................................................................................................ 124
Policies impacting on disability equality ....................................................................................................................... 125
Policies impacting on equality for LGBT employee s .................................................................................................... 125
Policies impacting on religion and belief quality .......................................................................................................... 125
2
,Lecture 1: Diversity Gender and Diversity in Organizations
Introduction
- Timely topic; political and controversial
- Links to social justice, discrimination, social inequalities
- Also strong managerial relevance: possible source of business advantage
- In Business Administration since the 1990s, US heritage
- Changing discourse: from AA – EO – DM - D&I
AA? Equal Opportunities – Diversity Management – Diversity and Inclusion
- Key challenge for leaders and for HRM
Business motives
What is diversity?
We identify three main uses of the term:
A. as a descriptor of the workforce; social group-based and therefore collective – gender,
race/ethnicity, age, religion, disability, sexual orientation – to individual characteristics,
including qualifications, lifestyle, personality personal interests, talents and competences,
values and beliefs, and many others.
B. as a policy approach to managing the workforce; about the nature of the equality project,
what needs to be done, why and how
C. as a theoretical paradigm highlighting the significance of socio-bio-demographic differences;
diversity shifts towards ideas of human difference and away from the more familiar and
conventional ideas of human sameness reflected in the traditional equality paradigm
Growing stakes in diversity
- Changing composition of the work force
- Towards a service economy: legitimacy to customers
- Talent intensive organizations: gold collar workers, using all talent available
- Diversity improves business performance
Concept diversity
- small definition:
o center stage for social categories
o gender, race/ethnicity, class, (and age, sexual orientation, disability)
o intersections of identity categories
o roots in equality theories
- broad definition:
o individual focus
o all possible differences
o roots in differentiation theories
o link with meritocracy
Central notions
- Race and ethnicity
- Gender
3
, - Social constructions
- Power-laden
Concept identity
- Paradox of diversity: simultaneous centrality for group and individual
- Underlying notion of identity: who am I at work?
- Self-identification and identification by others
identity can be imposed (ascribed by others) and consciously assumed (achieved by self-
identification)
- Multilevel identities (individual-group-organization-society)
Jenkins (2004: 17) suggests that the world as constructed and experienced by humans can be
best understood as three distinct ‘orders’:
o ‘the individual order’ is the human world as made up of embodied individuals, and
what-goes-on- in-their-heads’; this ‘order’ helps us to think about and explain why
people make the career
o ‘the interactive order is the human world as constituted in relationships between
individuals, in ‘what-goes-on-between-people’; this level of analysis focuses us on the
relational, interactive aspects of working life and the way that these influence
careers;
o ‘the institutional order’ is the human world of pattern and organization, of established-
ways-of-doing-things’; this helps to shift our attention away from career decision
making at a purely individual level and highlights the wider context in which individuals
operate.
- Multiple identities intersect: intersectionality of gender, race and class, age and sexual
orientation
Social theory foundations
- Social construction of inequality
- Mutual influence of structure and agency
- Relevance of structure: do structures determine positions, rendering people structural
dopes? (Neo-classical economics) employment outcomes simply reflect a combination of
individual merit, preferences and choices. Which leads to patterns of inequality. Another
argument is that inequalities exist because the capitalist system of production is based on the
principles of market competition, which inherently creates winners and losers in order to
provide sources of cheap labour.
- Relevance of agency: do actions determine positions: blaming the victim for their own
inequalities? (sociological explanation) employment discrimination and patterns of inequality
do not simply happen; they occur because of the actions of organizations and individuals and
therefore are not inevitable or insurmountable. From this point of view, policy making can
make a difference
Critical diversity studies
- Broad variety of theoretical frameworks
- Key goals: contest instrumental view of differences, better understanding power relations,
contribute to transforming inequalities
- Historical overview of development of diversity research:
4
