1)
Index
Practical and Theoretical Implications of Successfully Doing Difference in Organizations
ISBN: 978-1-78350-677-4, eISBN: 978-1-78350-678-1
ISSN: 2051-2333
Publication date: 10 June 2014
This content is currently only available as a PDF
Citation
(2014), "Index", Practical and Theoretical Implications of Successfully Doing Difference in Organizations (International Perspectives on Equality, Diversity and Inclusion, Vol. 1), Emerald Group Publishing Limited, Leeds, pp. 271-278. https://doi.org/10.1108/S2051-2333(2014)0000001018
Publisher
:Emerald Group Publishing Limited
Copyright © 2014 Emerald Group Publishing Limited
INDEX
Abstract job
, 5, 208
Acting white
, 73
Affirmative action
, 12, 53, 58, 83–84, 104, 164, 210, 212
Age
ageism
, 29, 93, 135, 137, 140, 144–148, 150
cohorts
, 7–8, 135–136, 138, 145
discrimination
, 136, 139–143, 145, 146
elderly
, 138, 141–142, 144, 146, 149–150, 179
employment
, 136, 137, 141, 143, 146
ethnicity
, 81–97, 137, 143, 148
faith/spirituality
, 3–4, 10, 13, 21–23, 44, 71, 92, 120, 128, 188–196, 199–200, 205, 215
gender
, 3–4, 7–9, 11–14, 16–17, 21–24, 26, 32, 37, 39, 43–51, 53, 55–60, 71–72, 74, 87, 90–92, 94–95, 97, 99–122, 128–130, 132, 137, 143, 148–149, 152–153, 161–162, 177–178, 181, 200, 205, 209, 212, 215, 217
intersectionality
, 45–58, 61, 66, 82, 85, 92, 95, 102, 196
relations
, 4, 8, 11, 17, 21, 28, 33, 47–48, 53, 58, 60, 72, 88, 91, 97, 100, 102, 109–111, 117–118, 125, 131, 135–137, 142, 146–147, 151–152, 157–158, 161, 166, 173, 202, 206, 209, 216
social class
, 7–8, 10, 12–13, 16, 22, 32, 43, 45–47, 50, 57–58, 72, 74, 92, 94, 97, 99–101, 104, 108, 110–111, 120, 122, 128–129, 144, 149, 151–168, 179, 205, 215
successful aging paradigm
, 138, 147
teens
, 9
Xers
, 15
workplace
, 3, 7–8, 14, 17, 20–23, 25, 27, 33, 37, 54, 58, 68–69, 73, 80–82, 85, 87–89, 91–93, 99, 101, 103–106, 108, 110–111, 113, 118–137, 139–140, 142, 144–145, 151–153, 156, 159, 163–164, 166, 169–170, 172–174, 177, 185, 188–197, 199–200, 202–203, 208–211, 213–214
young-old dichotomy
, 14
Age studies
, 145–146
Alger, Horatio Jr.
, 159
American dream
, 83, 152, 159–160, 165, 168
Asian American, see Ethnicity
Australia
, 143, 171, 173–174
Binary dualisms/opposites
, 12–13, 24, 28, 38, 39, 66, 86, 177, 181
Boards of directors
, 3, 87, 167
Breadwinning
, 108, 111
Brown v. Board of Education of Topeka
, 11
Business case
, 3–6, 18–19, 21, 45, 71, 83, 130, 206–207, 210–212, 216
Capitalism
, 15, 92, 160, 166
Caucasian/White, see Ethnicity
China, Chinese
, 156, 162
Code switching
, 72
Colonialism
, 47, 59, 104, 153, 164
Color-blind racism
, 82, 91, 94
Combahee River Collective
, 49
Collars
blue
, 13, 43, 74, 94, 129, 151, 155, 157–158, 163, 166
brown
, 11, 19, 43, 75, 96, 138, 148–149, 157, 166
pink
, 157, 166
white
, 3, 5, 8, 13, 15–16, 19, 22–23, 28, 30, 32, 38–39, 41, 43, 47, 49, 52, 57, 67–69, 71–73, 79, 81–84, 86–88, 90–97, 104, 108, 111, 116, 129, 138, 144, 152, 155–157, 159, 161–163, 166, 171, 190, 206–207, 214
Communication, theory
, 9, 17, 21, 30, 38, 48, 58, 65, 74, 76, 79, 87, 94, 116, 141, 171, 173, 195, 206, 208
Crisis events
, 207
Critical/cultural theory
, 124, 130
Critical race theory
, 28, 40, 47, 54, 81, 85
Culture
biculturalism
, 72
blindness to culture
, 56, 91
communication
, 9, 17, 21, 23, 27, 30, 38, 48, 58, 61, 65–66, 68, 74, 76–79, 84, 87, 94, 116, 141, 149, 152, 171, 176, 182, 195, 206, 208
definitions
, 67, 78, 102, 156, 197, 206
dominant culture
, 35
double consciousness
, 65, 72, 89–90
Eastern
, 16, 70, 77, 188
ethnicity
, 66, 67, 68, 69, 71, 80
Hofstede theory cultural dimensions
, 69–70
interpreters
, 75
intersectionality
, 66
Japanese management model
, 74
lifestyle
, 65, 66, 68, 77, 112, 127–128
local influences
, 66
majority population/main culture
, 68
multiculturalism
, 66, 69, 71
multinational corporations
, 70, 71, 76
multiple thought communities
, 66
organizational culture
, 73–77, 78, 79
paradox of culture
, 73
popular culture
, 67
research challenges
, 67, 68, 69, 70, 71, 73, 75, 76, 78, 79
rival interpretive communities
, 66
stereotypes
, 66, 67, 79
stories
, 66, 67
Western
, 13, 18, 49, 66, 68, 70, 77, 101, 136, 139, 143, 173, 188, 201
workplace culture (climate)
, 14
worldview
, 66, 67, 73
Darwin, Charles
, 162
“Deaf President Now!”
, 182–184
Difference
definitions
, 5
in organizations
, 4, 7, 215
Disability theory
, 43
Diversity
celebration
, 69
definition
, 34, 82
demographic
, 82, 83, 84
embodying diversity
, 53
enabling full potential
, 59, 92, 104
endless diversity
, 31
goals
, 48
heterogeneity
, 211, 213
homogeneity
, 207, 214
imagined
, 94
intra-group
, 28, 31
lip service
, 85
managing
, 205–217
organizational commitment
, 53
in organizations
, 18, 20
Reaction-To-Diversity Inventory
, 213
real diversity
, 6, 18, 19, 21
responsibility
, 07–208, 217
requisite variety
, 96
“small wins”
, 213, 215
social identity diversity
, 189, 192, 199–200
trade organizations
, 209
training
, 85, 86, 208, 210, 212, 213
traps
, 213
Enron Corporation
, 166
Essentialism
, 12, 14, 41, 46, 48, 51, 56, 67, 71, 75, 76, 206, 216, 217
Ethnicity
, 3–4, 7, 11, 13–14, 16, 21–23, 26, 39, 43–45, 55, 58–60, 65–69, 71, 80–85, 87, 89, 91–93, 95–97, 99–101, 110–111, 119–120, 122, 128–129, 137, 143, 148, 152–153, 162–163, 177, 179, 181, 195–196, 200, 205, 207, 215
African Americans
, 8, 9, 18, 46, 47, 50, 52, 82, 83, 84, 86, 88, 89, 91, 92, 93, 103, 104, 111, 122, 125, 163, 164
Asians, Asian Americans
, 50, 53, 78, 79, 88, 89, 95, 97
Caucasian/White(ness)
, 30, 47, 49, 52, 57, 82, 83, 84, 86, 87, 88, 90, 91, 92, 93, 96, 97, 129, 152, 159, 161–162, 163
gender
, 87, 90, 92, 94, 95, 100, 101, 102, 103–106, 108, 109, 110, 111, 115
jobs
, 83, 84, 85, 93, 94
Latino/as
, 82, 88, 89, 91, 82, 88, 89, 91, 157, 163, 167
model minority
, 79, 91, 95
Native Americans
, 163
organizations
, 82, 83, 85, 88, 89, 90, 93, 94
physical characteristics
, 84
“postrace” society
, 82
power
, 84, 85, 88, 89, 90, 96
prejudice
, 82, 93, 95
privilege
, 84, 93
“race”
, 82, 83, 84, 85, 86, 89, 90, 91
racism
, 85, 86, 90, 93, 94
Eugenics
, 8, 97
Faith/spirituality
, 3–4, 10, 13, 21–23, 44, 71, 92, 120, 128, 188–196, 199–200, 205, 215
Anglicism
, 188
Buddhism
, 190
Catholics
, 188
Christians
, 13, 16, 19, 199
Confucianism
, 188
diversity
, 14, 18–19, 20, 21, 23, 24
dress
, 194, 200
God gap
, 193, 200
Hindus
, 36
intersectionalities
, 86, 92, 96
Islam
, 53, 188, 189, 190
Judaism
, 188, 190
lived religion
, 191, 198–199
“Nones”
, 189
Pagans
, 188
public, private sector
, 190, 191
Quakerism
, 188
religion-spirituality dichotomy
, 196–198
religiosity at work
, 194
Sikhs
, 36, 199
symbols
, 198, 200, 202
Taoism
, 188
Wiccans
, 13
workplace conflicts
, 199
Feminism/feminist theory
, 10, 13, 15, 16, 21, 22, 28, 30, 32, 40, 47, 49, 85, 101–103, 104, 109, 110, 112, 113, 130, 153, 177, 178, 208
Femininity/feminization
, 10, 13, 15, 16, 21, 22, 101, 102, 109, 112, 113
Fortune 500/1000
, 19, 104
Gallaudet University
, 182–184
Gender
, 3–4, 7–9, 11–14, 16–17, 21–24, 26, 32, 37, 39, 43–51, 53, 55–60, 71–72, 74, 87, 90–92, 94–95, 97, 99–122, 128–130, 132, 137, 143, 148–149, 152–153, 161–162, 177–178, 181, 200, 205, 209, 212, 215, 217
age
, 101, 102, 105, 110
androgyny
, 101, 112
bisexuality
, 102
cisgender
, 113
clothing/dress
, 112
division of labor
, 101
domination/submission
, 100
ethnicity
, 50, 53, 55, 58, 59, 60
family friendly policies
, 107
harassment
, 10
home-work balance
, 100, 114
intersectionalities
, 110–111, 118
metrosexual
, 112
mommy track
, 107
occupations
, 101, 103, 109–110
power
, 101, 103–106
roles
, 101–103, 108
salaries
, 108
sex
, 100, 102, 114, 117
sexism
, 19, 104, 114
social capital
, 107, 111
social class
, 101, 104, 108, 110–112
stereotypes
, 105, 107, 109, 112
transgender
, 101, 112–113, 114
transvestite
, 112, 113
workplace barriers
, 103
Genocide
, 8
Glass ceiling (and other metaphors)
, 19, 91, 92, 104–105, 110, 115
Globalization
, 17, 19, 57, 152
God gap
, 193, 200
Gray Panthers, The
, 147–148
Great society programs
, 82
Health
, 13, 30, 32, 33, 48, 49, 90, 170, 175, 178, 191, 195–196
Hermeneutic phenomenology
, 35, 37, 41
Heteronormativity
, 15, 113
Hewlett-Packard
, 167
Hispanics, see Ethnicity
Home Depot
, 167
Imposter syndrome
, 105
Industrial revolution
, 155, 171
Interpretive paradigm
, 6, 31
Intersectionality
, 45–58, 61, 66, 82, 85, 92, 95, 102, 196
definition
, 46, 47
discrimination
, 47, 49, 52, 59
framework for analysis
, 47, 55, 57
intra-group difference
, 46
methodological challenges
, 47, 54, 55
in organizations
, 48, 52–54
power
, 46, 47, 48, 50, 52, 55, 56, 57
privilege
, 46, 48, 51, 54, 56
relationship management
, 48
resistance
, 48
social justice
, 47, 48
social location
, 46, 48
theory building
, 55
two-fer, triple jeopardy
, 53, 58
at work
, 7, 8, 9, 10, 13, 14, 15, 16, 19, 20, 22, 85, 88, 90
Intersubjectivity
, 6
Invisible knapsack
, 68, 86, 89
Japan
, 93, 184, 188
Jim Crow
, 88
Job application, interviews
, 5, 8, 9, 10, 91, 175
Journal selection (for publication)
, 33–34
King, Martin Luther, Jr., Rev.
, 202
Kuhn, Margaret E. (Maggie)
, 147–148
Latino/as, see Ethnicity
Lawsuits
, 83, 125
Leadership, CEOs
, 11, 19, 75, 76, 86, 105, 167, 182, 195, 206, 211
Legal case perspective
, 82
Liminal spaces
, 85, 87–90, 95
Marginalization
, 15, 39, 51, 53, 91, 95, 110, 180
center/margin
, 6, 12, 30, 158, 170
privilege
, 84, 86, 93, 105, 108, 110, 114
Marxism
, 166
Masculinity
, 10, 92, 101–102, 108–109, 110, 112, 129
Media
, 11, 15, 19, 53, 59, 82, 87, 103, 104, 105, 106, 153, 159, 168, 171, 173, 189, 190, 193
Medical model
, 33
Mentor/protégé
, 106, 116, 117, 118
Microaggressions
, 46, 90–91, 94, 95
othering
, 8, 12, 16, 22, 35, 53, 85, 87–90, 216
pigeonholing
, 23, 89
tokenism
, 23, 87–90
Middle East
, 188
Moore, Roy (judge)
, 201, 202
Moral agenda
, 211
Multiculturalism, see Culture
Native American, see Ethnicity
Naturalistic paradigm, see Interpretive paradigm
New Zealand
, 171
North America
, 87, 175, 188
Organizations
, 3–5, 7, 13–14, 17–23, 25–27, 30, 33–35, 41, 44–46, 48, 52–53, 55, 58–59, 61, 65–67, 69, 71–89, 91, 93–97, 99–105, 107–108, 110, 112, 115–120, 122–126, 131, 135–136, 139–143, 148, 151–157, 161, 163–165, 167, 169–172, 174–175, 178, 180–181, 187–193, 195, 197, 199–203, 205–217
climate
, 6, 17–18, 20, 22
culture
, 76, 87
profits
, 17, 18, 48, 93, 94, 198
restructuring
, 17, 21
Othering, see microaggressions
Parenting
, 106–107, 158
Partial perspective
, 35, 36, 37, 42, 43
Participatory action research paradigm
, 6
Patriarchy
, 54, 92, 105, 106, 114
Physical/psychological ability
, 13, 21, 26, 71, 72, 120, 128, 162, 215
ableism
, 174, 180, 181
age
, 179
deaf culture
, 182, 183
definitions
, 170
disability
, 169–180
employment
, 173, 175
ethnicity
, 177, 179–180
gender
, 177, 178–179
harassment
, 174
individualism
, 173
language
, 176–177, 180
legal protections
, 173, 174
medical model
, 181
paternalism
, 172
“people first”
, 170, 180, 181–182
“sentimental biography”
, 172
sexual orientation
, 177, 180, 181
social class
, 151–168, 179
social model
, 172, 173, 181, 182
stereotypes
, 175, 178
temporarily able bodied (TAB)
, 176, 182
workplace
, 169, 172, 173, 174, 177, 178
Political correctness (PC)
, 12, 215
Polyvocality
, 10, 25, 36
Pornography
, 123, 129
Positivism
, 5, 32, 42, 217
Postcolonial theory
, 42, 47, 88
Queen bee syndrome
, 106
Queer theory
, 40, 113, 121
Race-of-interviewer effects, see Researcher-researched relationships
Racism
, 19
Reflexivity
, 30, 34, 35, 36, 42
Religion, see faith/spirituality
Research methods
, 30–31, 40, 44, 56, 61, 216
autoethnography
, 31–32, 41
qualitative, quantitative
, 6, 11
focus groups
, 32
interviews
, 19, 32, 36, 58, 116
observation
, 31
survey
, 38, 91, 106
Researcher-researched relationships
building bridges
, 35
experimenter effect
, 30, 38
lived experience
, 25, 26, 35, 36, 37, 41
matching paradigm
, 26, 27, 37–39, 41
“parasite people”
, 172
partial perspective
, 25, 26, 35, 36, 37, 42, 43
power dynamics
, 26, 31
splitting voice
, 29
trust
, 11, 166
Reverse discrimination
, 12
Second shift
, 100, 101, 106–107, 115
Self-categorization theory
, 5
Sex, see Gender
Sexual orientation
, 3–4, 8, 13, 21–23, 26, 44–46, 50, 54, 57–58, 71, 74, 94, 97, 119–124, 134, 152, 177, 180–181, 205, 209, 215
bisexuality
, 119–121, 123, 127–131
coming out
, 127, 129
demedicalizing homosexuality
, 132–133
discrimination
, 120–121, 123–127, 129–132
double life
, 127
ethnicity
, 120, 128–129
gays
, 120–122, 125, 127, 130, 133
gender
, 120–122, 128–132
heterosexism
, 114, 125, 129, 130, 131
homophobia
, 92, 114, 122, 125, 130, 131
homosexuality
, 121, 125, 131, 132–133
intersectionalities
, 45–58, 85, 86, 92–93, 95, 96
lesbians
, 120, 121, 122, 124–131
power
, 123, 130
queer
, 121, 128, 130
questioning
, 119, 121, 130
sexual harassment
, 121, 123, 125, 131–132
social class
, 128, 129
workplace
, 119–134
Shareholder activism
, 166
Similarity-attraction hypothesis
, 3, 5, 141
Social class
, 7–8, 10, 12–13, 16, 22, 32, 43, 45–47, 50, 57–58, 72, 74, 92, 94, 97, 99–101, 104, 108, 110–111, 120, 122, 128–129, 144, 149, 151–168, 179, 205, 215
age
, 157, 162, 163
class-free society
, 159, 160, 165–166
classism
, 155, 165
discrimination
, 155, 162, 165
ethnicity
, 153, 162, 163
fallacies about the middle class
, 153, 159, 161, 164
gender
, 153, 161
hierarchy at work
, 154
intersectionality
, 45–57
gender
, 99–118
haves versus have-nots
, 152
living wage movement
, 159, 161, 165
middle class
, 16, 49, 96
physical/psychological ability
, 162
poverty
, 155, 160, 162, 163, 165
power
, 152, 154, 158, 160, 166
primary labor market
, 164
rich-poor gap
, 158
secondary labor market
, 163–164
upper/lower class
, 156–158, 160
working class
, 152, 154, 156, 157, 158, 159, 160, 161, 163, 164, 166
Social constructionism
, 23, 26, 47, 100, 110, 47
Social homophily thesis
, 23, 87, 110, 126, 130
Social identity
, 3–61, 70–71
authenticity
, 14
avowed, ascribed
, 7, 51, 82
boundary work
, 8, 53, 57
categorizing
, 9
complexities
, 6
dimensions
, 4, 5, 7, 8, 9, 10–14, 16, 17, 20, 21
hierarchies
, 84, 90, 91, 92, 102, 105, 106, 110
ingroups
, 3, 4, 7, 19, 207
(in)visibility
, 13, 89, 122, 199
job applicants
, 67
managing at work, passing
, 87, 93, 126–128, 151–168, 193–196
multiplicity
, 74
negotiation
, 51, 53
outgroups
, 3, 4, 7, 8, 9, 11, 15, 16, 19, 20, 206, 209–211
performance
, 9, 10, 17, 87, 100, 102, 113, 127, 167
social identity theory
, 3, 4, 6, 7–12, 17–20
Social justice
, 6, 19, 28, 30, 47–48, 81, 93, 136, 171–172, 180, 189, 209–210, 215–216
Social model framework
, 33
Social movements
, 15, 22, 38, 48, 49, 83, 84, 96, 109, 111, 121, 180, 188, 196
South Africa
, 184
Standpoint epistemology
, 35, 42, 91, 172
Strong/weak ties
, 144, 147
Status
, 7–9, 20, 21, 33, 46, 51, 52, 86–89, 101, 102, 104, 106, 114, 175, 177, 181, 182
Stereotypes
, 26, 27, 41, 53, 13, 26–27, 41, 46, 53, 67, 79, 91, 95–96, 105, 109, 112, 116, 124–125, 135, 137, 139, 144, 146, 149, 160, 162, 175, 178, 181, 209
Subjectivity/objectivity
, 5–6, 22, 28
Sweden
, 184
Team work
, 9, 11
“Ten Commandments Judge”
, 201
Terrorism
, 188, 189
Truth, Sojourner
, 45, 46
United Kingdom, Britain
, 171, 173
Urban Outfitters
, 23–24
Us versus them
, 154, 209
Validity
, 32, 33, 38, 41
Venn diagram
, 49, 58, 197
Virtuality
, 4
Wage labor system
, 153–159, 164
War
, 104, 138, 149
Weberian framework
, 22, 154, 189
White trash
, 96, 162
Women’s studies
, 171
Workplace culture management
, 25, 27
YouTube
, 11
- Practical and theoretical implications of successfully doing difference in organizations
- International perspectives on equality, diversity and inclusion
- Practical and theoretical implications of successfully doing difference in organizations
- Copyright page
- Foreword
- Preface
- Chapter 1 Difference and social identity
- Chapter 2 Social identity and power in researcher-researched dynamics
- Chapter 3 Social identities are intersectional
- Chapter 4 Experiencing culture inside and outside organizations
- Chapter 5 Doing ethnicity in organizations
- Chapter 6 Creating space for gender difference at all organizational levels
- Chapter 7 Integrating sexual identities and workplace realities
- Chapter 8 Fearing age and aging fears at work
- Chapter 9 Examining social class difference in wider social milieu and at work
- Chapter 10 Enabling physical and mental ability difference at work
- Chapter 11 Considering faith and spirituality practices and worldviews in organizations
- Chapter 12 Managing diversity and closing thoughts
- References
- About the author
- Index