Index

Management and Diversity

ISBN: 978-1-78635-550-8, eISBN: 978-1-78635-549-2

ISSN: 2051-2333

Publication date: 3 May 2017

This content is currently only available as a PDF

Citation

(2017), "Index", Management and Diversity (International Perspectives on Equality, Diversity and Inclusion, Vol. 3), Emerald Publishing Limited, Bingley, pp. 315-323. https://doi.org/10.1108/S2051-233320160000003014

Publisher

:

Emerald Publishing Limited

Copyright © 2017 Emerald Publishing Limited


INDEX

Academic and professional inequalities
, 95

Action Plan for Valuing Diversity and Equality
, 146

Act Respecting Equal Access to Employment in Public Bodies
, 162

Affirmative Action (AA)
, 39–41, 117

Affordable Care Act (ACA)
, 47, 49

Africa, diversity management in. See Cameroon, diversity management in

African-Americans’ economic progress
, 37

Afro-descendants, in Brazil
, 125–128

Algeria

example of the management of ethnic and religious diversity in
, 255

Anglo-Saxon managerial spirit
, 64, 67

“Anglo-Saxon” MD
, 92, 109

Arab countries
, 249

between homogeneity and diversity
, 250–251

challenges of diversity in
, 253

case of “confessions” of Lebanon
, 254–255

example of the management of ethnic and religious diversity in Algeria
, 255

low-skilled immigrants, discrimination of
, 254

Western influence on managerial practices
, 253–254

cultural and ethnic diversity of
, 253

religious diversity, current situation of
, 251

different Muslim currents
, 252

other religious minorities
, 252

religious diversity and Arab countries
, 251–252

toward more diversity in
, 256

disability-related diversity
, 257–258

gender diversity
, 256–257

Asian Business Council
, 297

Belongingness
, 11, 18

Black and Minority Ethnic (BME) communities
, 41–42

Black Business Council
, 297

Bouchard-Taylor Commission
, 185

Brazil, diversity management in
, 113

banking sector
, 145–146

black matrix
, 120

Constitution of
, 1988, 123, 124, 132, 133

context, legal mechanisms, and public policies in action
, 124

Afro-descendants
, 125–128

elderly
, 131–134

homosexuals
, 129–131

Indians
, 134–136

people with disabilities
, 141–143

women
, 136–141

cultural diffusion
, 115

diversity as a subject and as value
, 117–119

during the military period
, 122

FH Cardoso government
, 123

Law 6783/2013
, 127

market economy
, 115

peculiarities and contradictions
, 119–124

private companies, diversity management in
, 143–149

public policies
, 117, 118, 123, 124, 125, 126, 128, 129, 131, 132, 144

religious diversity
, 121

salary differences between the sexes
, 138–139

slave-related practices
, 120

Caldoches
, 97

Caledonian context, issue of diversity in
, 94

academic and professional inequalities
, 95

commitments made under the Nouméa Accords
, 95–96

multicultural and divided society
, 96–97

weight of history
, 94

Cameroon, diversity management in
, 227

Cameroonian entrepreneur, testimony of
, 229–230

case of
, 227

challenge of legitimation heuristic
, 234–236

cultural context of
, 240

entrepreneur, testimony of
, 229–230

legal context of
, 236–237

cultural context of
, 240

ethnocentric rupture
, 241–243

question of ethnicity
, 240–241

emerging concept in analysis of organizations

in African context
, 232–234

in international context
, 230–232

historical context of
, 234–236

legal context of
, 236

institutional regulation in the electoral code
, 237–240

precursor elements of institutional regulation
, 236–237

Canadian Charter of Rights and Freedoms
, 161

CAPES, thesis database of
, 124

Capitalism
, 118, 120

Charter of Human Rights and Freedoms
, 162

Circle of Economic Thought Inter-Managerial Association of Cameroon (GICAM)
, 227

Civil Rights Act
, 37, 38

Climate and culture
, 26–27

Communication, transparent
, 215

Community cooperation
, 82

Contemporary differences

French republic and French organizations to test
, 68–69

Context of equality and diversity in the United Kingdom
, 41

institutional response
, 42

Equality and Human Rights Act (EHRA)
, 43–44

Creating inclusion
, 16

Cultural and ethnic diversity of Arab countries
, 253

Cultural diversity, in Canada
, 167–169, 181

Cultural hybridism
, 116

Declaration of Human Rights
, 117

Denmark and Sweden, diversity management in
, 261

Danish diversity management and social responsibility
, 272

diversity as progressive concept
, 270

gender equality
, 266–267

adding diversity to
, 267–268

lessons learned from comparing the Danish and Swedish standpoints
, 275–276

migrants, diversity management and
, 269–270

putting migrants to work
, 270–272

radical agendas
, 268–269

Scandinavian context

recent demographic diversity
, 263–264

Scandinavian welfare model
, 264–266

and moral grounds
, 272

Swedish diversity management
, 273–274

Dewey, John
, 80

Disability, defined
, 141

Disability-related diversity, in Arab countries
, 257–258

Discrimination, defined
, 24

Discrimination testing
, 171

Diversity, defined
, 2, 66

Diversity and inclusion in organisations
, 197, 200, 202

Diversity and inclusion in South Africa
, 191, 194–195

Diversity and inclusion plan
, 195, 197

Diversity as a subject and as value
, 117–119

Diversity Charta in Germany
, 282–284

Diversity management (MD), defined
, 92, 93

Double inquiry of French conceptions of living together and rebalancing
, 102–106

Economically active population (EAP)
, 192

Elderly, in Brazil
, 131–134

Employment equity
, 192, 193, 199

in Québec and Canada
, 163–167

Employment Equity Act
, 162

Employment equity legislation
, 193

Enforcement of equal employment opportunity (EEO)
, 41

Equal access programmes (EAP)
, 163, 164–165

Equal Employment Opportunity Commission (EEOC)
, 38–39

Equality
, 23–24

Equality and Human Rights Commission (EHRC)
, 54

Equality Delivery System (EDS)
, 55

Equality/diversity tension in France
, 70–72

Equal Opportunities Commission (EOC)
, 43

Equal treatment
, 19–20

Ethnic and religious diversity, in Algeria

example of the management of
, 255

Ethnic diversity management

in German plants
, 295–301

Ethnocultural groups, in Québec and Canada
, 160, 170–181

Ethos Institute
, 144, 147, 149

FEBRABAN (Brazilian Federation of Banks) Program
, 145–146

Feeling valued
, 19, 26

France
, 63

diversity in
, 66–67

equality/diversity tension in
, 70–72

French republic and French organizations to test contemporary differences
, 68–69

management and diversity in
, 67–68

performance/diversity tension in
, 81–83

universal rights/diversity tension in
, 72–81

Francophone culture
, 161

Fraternity
, 71

French immigrants, in Québec job market
, 170–181

French notion of diversity management
, 91

double inquiry of French conceptions of living together and rebalancing
, 102

resistance to Pacific Islander conceptions of rebalance
, 104–106

role attributed to the profession and status
, 103–104

issue of diversity in the Caledonian context
, 94

academic and professional inequalities
, 95

commitments made under the Nouméa Accords
, 95–96

multicultural and divided society
, 96–97

weight of history
, 94

local adjustments
, 106

hybridization process of local forms of management
, 107–108

work context, importance of
, 106–107

Pacific Islander conceptions of coexistence rebalanced
, 97–102

FUNAI (National Indian Foundation)
, 134–135

Gaz Métro
, 163

Gender diversity, in Arab countries
, 256–257

Gender equality, in Denmark and Sweden
, 266–267

adding diversity to
, 267–268

radical agendas
, 268–269

Gender Pro-Equity Program
, 145

Germany, diversity management in
, 281, 282–284

company case study
, 284–289

Diversity Charta in
, 282–284

employee experience of diversity management
, 302–303

managing ethnic diversity in German plants
, 295–302

subsidiaries
, 289–295

Ginsburg, Ruth Bader
, 40

Global diversity Business Councils
, 287

Global Entrepreneurship Monitor (GEM)
, 139

Globalization
, 114

Health care work

in United Kingdom
, 49–50

in United States
, 45–49

Health Research & Educational Trust (HRET)
, 55, 56

Health sector occupation
, 46

Highly qualified health care workers
, 34

Homogeneity and diversity

Arab countries between
, 250–251

Homosexuality
, 129, 242

Homosexuals, in Brazil
, 129–131

Ibope Intelligence Institute
, 144

Immigration
, 37, 42, 254

InclusionIndex™ survey data
, 198, 203–204

administration and analysis of semistructured interview
, 208

data analysis
, 209

instrument and data collection
, 208–209

results
, 209–210

sample
, 208

diversity and inclusion within organisation
, 197

correlations
, 201–202

data analysis
, 199–200

factor analysis
, 202

focus groups
, 202, 204–205

instruments and data collection
, 198–199

mean score analysis
, 201

qualitative findings
, 205

sample
, 198

semi-structured interview development
, 205, 208

validity and reliability
, 200–201

qualitative findings
, 205

quantitative findings
, 210

consolidation of model
, 210

diversity and inclusion management components
, 213

interpersonal components
, 215–217

organisational components
, 213–215

personal components
, 217–220

Inclusive leadership
, 22

Independent Steering Group (ISG)
, 43

Indians, in Brazil
, 134–136

Information-consultation
, 101

Information technology
, 115

Institutional regulation in electoral code, in Cameroon
, 237

election of deputies to national assembly
, 238

election of municipal councillors
, 238

election of regional councillors
, 238–240

election of senators
, 238

vacancy and election to Presidency of Republic
, 237–238

Institutional responses in United Kingdom and United States
, 44–45

Integration-and-Learning organizational approach
, 11, 18

Intellectual capital
, 116

Interculturalism, in Québec
, 161

International Labor Organization (ILO)
, 144

International medical graduates (IMGs)
, 34

Interpersonal components
, 215

engagement
, 216

individuals engaged by immediate line manager
, 216

relationship with organisation’s strategy, vision and values
, 217

respect and acceptance
, 215–216

Job market, in Québec
, 172–173

Kanak identity
, 95

Kanak syndical delegate
, 98–99

Kanak syndicalism
, 94

“Kangaroo” generation
, 133

Kennedy, Anthony
, 40

Key Performance Indicators (KPIs)
, 202

Labor relations
, 94, 102

“Lacking professionalism”
, 104

Latin American perspective on diversity management
, 9

creating inclusion
, 20

climate and culture
, 26–27

equality
, 23–24

feeling valued
, 26

participation
, 20–22

positive relationships
, 22–23

positive work conditions
, 24–26

limitations and future research
, 28–29

methodology
, 13

data analysis
, 15

data collection
, 14–15

sample
, 14

nature of inclusion
, 15

belongingness
, 18

equal treatment
, 19–20

uniqueness
, 18–19

Peruvian context
, 12–13

themes
, 16–17

Laïcite, principle of
, 78

Lebanon

case of “confessions” at the center of economic and political organization of
, 254–255

Les French réticence
, 105

LGBT community
, 54, 129–131, 146, 149, 151

Likert scale
, 198

Living together
, 66, 68, 71, 73, 78, 81, 84, 92–93, 100, 102–106

Local adjustments
, 106

hybridization process of local forms of management
, 107–108

work context, importance of
, 106–107

Low-skilled immigrants, discrimination of

in Arab countries
, 254

Maghrebian immigrants
, 170–181

Mångfald,
, 267–269, 274

Marginalization
, 231

Maria da Penha Law
, 140

Michigan law
, 40

Middle and senior management positions, in Canada
, 169–170

Migration
, 34

Morocco
, 176–177

Multicultural and divided society
, 96–97

Multiculturalism, in Canada
, 161

National Association of Post-graduate Programs in Administration
, 124

National Health Service (NHS)
, 49

National LGBT Plan
, 130

Nature of inclusion
, 16

New Caledonia
, 3, 93, 94, 95–96, 103, 105, 107, 108, 109

Nouméa Accords, commitments made under
, 95–96

Obama, Barack
, 34, 36–37, 49

Optimal Distinctiveness Theory (ODT)
, 11

Organisational belonging
, 201, 214

Organisational climate
, 214

Organizational diversity programs and practices
, 116, 150

Pacific Islander conceptions of coexistence rebalanced
, 97–102

resistance to
, 104–106

Participation
, 20–22

Pay Equity Act
, 181

People with disabilities, in Brazil
, 141–143

Perceived Organizational Support (POS)
, 22

Performance/diversity tension in France
, 81–83

Personal components
, 217

locus of control
, 218–219

personality
, 217–218

power
, 219–220

self-confidence
, 219

self-esteem
, 219

Peru
, 3, 12–13

Pew Research Center (2013) study
, 37

Pluralism
, 78, 161, 186

Positive relationships
, 22–23

Positive work conditions
, 24–26

Private companies, diversity management in
, 143–149

Professional inequalities
, 95

Program for Fighting Poverty
, 125

Programme d’obligation contractuelle pour les enterprises privées
, 162

ProUni
, 126, 127, 145

Public policies on diversity
, 117, 123, 125, 126, 129, 131, 140, 144, 150

Public Sector Equality Duty (PSED)
, 59

Quotas Law
, 142, 143

Québec and Canada, diversity management in
, 160

cultural diversity
, 167–169

diversity management in
, 161

employment equity
, 163–167

middle and senior management positions
, 169–170

real-life experiences of two ethnocultural groups in the job market
, 170–181

tensions specific to Western societies
, 181–185

Québec Charter of Human Rights and Freedoms
, 161

The Race Equality Action Plan
, 54

Race equality
, 43, 302

Race Equality Foundation (REF)
, 44, 54

Race Equality Scheme
, 43

Race Relations Act (RRA)
, 43

Racial inequality and managing diversity

in United Kingdom
, 41

Equality and Human Rights Act (EHRA)
, 43–44

in United States
, 38

Affirmative Action (AA)
, 39–41

Equal Employment Opportunity Commission (EEOC)
, 38–39

Racism
, 37, 38, 42, 127, 181–182

Rebalancing
, 95, 102–106

Recruitment, promotion and development processes
, 215

Religious accommodations
, 182–183, 185

Religious diversity

in Algeria
, 255

in Arab countries
, 251–252

in Brazil
, 121

Representative diversity
, 213

Right-wing government
, 270, 271, 275

in Denmark and Sweden
, 277

The Scottsboro Boys
, 36

Secularism
, 68–69, 74, 77–79

Self-marginalization
, 231

Senior leadership
, 213–214

SESAI (Special Indian Health Department)
, 119

SME
, 101

Social cohesion
, 73, 74, 76, 82

Social identification, theories of
, 82

Social identity
, 82

South Africa, diversity management in
, 191

diversity and inclusion management models
, 194–195

economically active population (EAP)
, 192

employment equity legislation
, 193

inclusion elements
, 195–196

research methodology
, 197

InclusionIndex™ survey data
, 198, 203–204

phase
, 1, 197–208

phase
, 2, 208–210

phase
, 3, 210–220

Special Policy Department for Women (SEPM)
, 140, 145

Stasi commission
, 68

Statute of People with a Disability
, 143

Symbolic violence
, 301–302

To Kill a Mocking Bird (Harper Lee)
, 36

Uniqueness
, 18–19

United Kingdom

context of equality and diversity in
, 41

Equality and Human Rights Act (EHRA)
, 43–44

context of healthcare work in
, 49–50

diversity management initiatives in
, 50–56

institutional responses in
, 44–45

United States

context of equality and diversity in
, 36

context of equality and diversity in
, 38, 44–45

Affirmative Action (AA)
, 39–41

Equal Employment Opportunity Commission (EEOC)
, 38–39

context of health care work in
, 45–49

diversity management initiatives in
, 50–56

institutional response in
, 38

Affirmative Action (AA)
, 39–41

Equal Employment Opportunity Commission (EEOC)
, 38–39

institutional responses in
, 44–45

Universal rights/diversity tension in France
, 72–81

Valuing Diversity Program
, 145

Visible minorities, in Québec and Canada
, 169, 170, 180, 183

Weber, Max
, 80

Western business
, 100

Western influence on managerial practices in Arab countries
, 253–254

Western societies, tensions specific to
, 181–185

Window dressing
, 304

Women, Brazilian
, 136–141

Women, in management positions
, 166, 167

Zoreilles
, 97