Index
ISBN: 978-1-78635-490-7, eISBN: 978-1-78635-489-1
ISSN: 2051-2333
Publication date: 18 October 2017
This content is currently only available as a PDF
Citation
(2017), "Index", Chanlat, J.-F. and Özbligin, M.F. (Ed.) Management and Diversity (International Perspectives on Equality, Diversity and Inclusion, Vol. 4), Emerald Publishing Limited, Leeds, pp. 371-381. https://doi.org/10.1108/S2051-233320160000004021
Publisher
:Emerald Publishing Limited
Copyright © 2017 Emerald Publishing Limited
INDEX
absorptive capacity
, 63
access-and-legitimacy model
, 26–27
Accord National Interprofessionnel (ANI)
, 238
ad hoc equal opportunities programmes
, 42
ad hoc positive action procedures
, 40
adventure, culture of
, 99–101
as an intermediary space
, 100
as a gamble
, 101
as a means of escaping conventional, rational or scientific representations
, 101
Simmel’s concept
, 100–101
in travelling situation
, 100
affirmative action (AA) laws and policies
, 10–11, 256–259
in Australia
, 259, 261–263
divergence between multiculturalism and responses
, 267–275
linear and oppositional perspective
, 260–261
relationship between multiculturalism and anti-discrimination laws
, 263–266
African-American civil rights movement
, 14, 357
African-American exceptionalism
, 359
American approach to diversity
, 360–362
American art and culture
, 358
American culture
, 360
Andalusia
, 78
anti-discrimination laws
, 30–31, 40, 44, 119, 257
in Australia
, 270–271
Association Française des Entreprises Privées (AFEP)
, 241, 251
Association française des managers de la diversité (AFMD)
, 6, 10, 129
atypical bosses
, 4–5, 88, 92–94
abilities
, 96–99
as adventurers
, 99–101
as an entrepreneur
, 102–105
becoming an
, 98
capacity to overcome social circumstances
, 99
curiosity, attention, and observation, capacity for
, 94–96
freedom to think and act
, 91–94
hybrid social space and
, 91
mobility of
, 105
neurotic experience of
, 104
outsider position of
, 100
position of “demoted from above,”
, 103–104
position of exteriority
, 88–91
positions of
, 102–105
socialisation of
, 95–96
subjective engagement of
, 102
Australia, women’s issues in
, 258
Australian Stock Exchange (ASX)
, 258
Barcelona
, 78
bohemians,
, 76–80, 99
Bouchard-Taylor Commission
, 73
Brown & Anor v Coles Group Supply Chain Ltd.,
, 274
career age
, 164
career cohorts
, 164
career development studies
, 347–349
Charter of Fundamental Rights in the Treaty
, 235
Civil Rights Act of
, 1871, 24
class neurosis
, 104
collective learning process
, 38
Commonwealth Affirmative Action (Equal Opportunity for Women) Act
, 267
Commonwealth Human Rights and Equal Opportunity Commission Act
, 267
Commonwealth Human Rights Commission
, 260
Commonwealth Human Rights & Equal Opportunity Commission Act
, 260
Commonwealth Racial Discrimination Act
, 1975, 260
Commonwealth Racial Hatred Act
, 267
Commonwealth Sex Discrimination Act
, 267
Commonwealth Sex Discrimination Act 1984, the Commonwealth Affirmative Action (Equal Opportunity for Women) Act 260
Community Relations Commission and Principles of Multiculturalism Amendment Act
, 273
competence portfolio approach
, 23
competency, concept of
, 2, 22
as an aid for diversity
, 24–25
criticisms of
, 32–33
definition
, 22
individual competency
, 28–29
in manpower planning
, 23
in North America
, 22
recruitment tests based on
, 22
as a tool for social justice
, 23
types of
, 23
“variables” of competences
, 22
competency management
, 20
diversity with
, 2
competition
, 326–328
competitive advantage
, 102
creative cities
, 78
creative class
, 76–77
“planned” living space for
, 78
Crozier, Michel
, 72
cultural beliefs on entrepreneurship
, 218–220
cultural competences
, 27
cultural diversity
, 45
DAFCO vocational training organisation
, 22
Danish trade unions
, 237
declassed people
, 104
Department of Immigration and Multicultural Affairs (DIMA)
, 272
dietary hierarchy
, 184–185
dietary prohibitions and obligations, diversity of. see religious dietary obligations
differentiation, principle of
, 232
disability and entrepreneurship
, 222–224
Disability Discrimination and Human Rights (Sexual Conduct)
, 267
discrimination
, 110
cost of
, 44–45
due to physical appearance
, 135–137
consequences
, 141–142
employment
, 112
prevention of
, 43–44
religious traditions as perpetrators
, 112
sexual orientation
, 111, 113, 120
towards sexual minority
, 116–122
workplace
, 39, 134–138
discrimination-and-fairness model
, 26–27
diversity, conceptualization of
, 13–14, 336–337
approaches
, 349–352
consequences of
, 342–346
diversity achievements
, 346
diversity-firm performance relationship
, 346
diversity recruitment research
, 347–348
diversity training
, 348
effects on workforce compositional outcomes
, 348
global perspective
, 350–351
mechanisms and effects
, 337–342
psychology of
, 344–345
within teams
, 364–366
in terms of socioeconomic trends and social forces
, 350
diversity adviser
, 300, 302
diversity agreements, analyses of
, 232
acquisition of the diversity label
, 240–241
approach by public-targets
, 238–240
cautious involvement of social partner in
, 241–243
Labour code, equality between men and women
, 238–240
negotiation and signature of collective agreements
, 240–241
research methodology
, 237–238
steps of negotiation
background and channels of communication
, 250
conclusion of agreement
, 248–249
factors of success of
, 244
implementation of agreement
, 249–250
monitoring and evaluation of a collective agreement
, 250–251
negotiation and formalisation of an agreement
, 247–248
planning of negotiation
, 244–245
production of a diagnostic
, 245–246
diversity budget
, 301, 307
diversity culture
, 48
diversity humanism
, 48
diversity interventions
, 2
diversity management
, 2, 256–259, 347–349
as an individual competency
, 28–29
as an organisational competency
, 20–21
as an organisational phenomenon
, 322–323
anti-discrimination legislation
, 30–31
“anti-models” of
, 26–27
in Australia
, 259, 261–263, 273–274
benchmarks
, 48
Bourdieuan approach
, 285–286
in Coles supermarket chain
, 274
commercial advantages and
, 46–47
company leadership and
, 50–52
company’s commitment
, 43
competitive rationale
, 326–328
conducting a diversity process
, 44
contingent rationality of management by competences
, 29–30
criticisms of
, 32–33
divergence between multiculturalism and responses
, 267–275
diversity marketing strategy
, 46–47
as economic performance lever
, 42–47
efficacy (business case) associated to
, 232–233
good
, 28
legal regulatory framework for anti-discrimination
, 270–271
linear and oppositional perspective
, 260–261
link between diversity and performance
, 26
mainstream business
, 311
for optimisation and improvement of HRM and management
, 44–45
over-financialisation of
, 330
ownership for
, 304–309
as performance lever
, 47–52
policies of
, 232
labour unions and
, 233–234
potential effects on performance
, 43
prevention of discrimination and targeted positive action
, 43–44
principles of productive diversity
, 272
promise of
, 366–368
relationship between multiculturalism and anti-discrimination laws
, 263–266
relationship between team diversity and economic performance
, 47
in Rio Tinto
, 273–274
role and agency of diversity managers
, 284–285
scholarship
, 285
senior management support
, 287, 298–299, 303–306, 309, 312
as a stimulant to creativity and a key factor for innovation
, 45–46
diversity managers
, 11–12
association between trade union ownership and
, 307–308
balanced scorecards of
, 312–313
credibility and positional authority
, 301
effectiveness in job
, 292
expertise and skills of
, 287–297
of financial sector organisation
, 300, 305, 310, 312–313
of a global petrochemical company
, 296
job status and organisational position of
, 297–303
of large retail company
, 295, 305
of local government organisation
, 293, 309–311
marginalisation of
, 303
in national government organisation
, 293
organisational power and effectiveness of
, 306
organisational support for
, 303–313
professional identity of
, 286
of public sector organisations
, 298
salaries of
, 299–300
diversity policies
, 3, 38
complementary aspect of
, 40
defining
, 39–40
effects on management practice
, 42
factors determining success of
, 41–42
implementing
, 40–42
involving aspects of HRM
, 39
outcomes of
, 40–42
renewing of management and
, 41
social change and
, 40
double-loop learning
, 28–29
dynamic collective learning process
, 3
entrepreneurs
, 102–105
principal quality of
, 94–95
entrepreneurship
, 9, 210
construction of feminine subjectivities in
, 213
disability and
, 222–224
diversity in
, 211
ethnic
, 214–220
failure
, 223–224
feminist theorising in
, 212
field-level changes of
, 214
gender and
, 211–214
in Germany
, 214
of marginalised groups
, 221
masculinity and femininity
, 212
multi-layered nature of
, 213–214
as a political ideology
, 211
positive aspects
, 210–211
sexual orientation and age in
, 221–222
tensions between stereotypical representations of
, 213
in Turkey
, 214
women’s
, 211–214
equal employment opportunity (EEO)
, 10–11, 256–259
in Australia
, 259, 261–263
divergence between multiculturalism and responses
, 267–275
linear and oppositional perspective
, 260–261
relationship between multiculturalism and anti-discrimination laws
, 263–266
equality and diversity
, 110
Equal Opportunity for Women in the Workplace Act
, 273
Equal Opportunity for Women in the Workplace Agency (EOWA)
, 273
Equity Lab
, 251
Ernaux, Annie
, 104
ethnic diversity
, 26
ethnic entrepreneurship
, 214–220
of African-Caribbean communities
, 219
Chinese entrepreneurs in Bangkok
, 215
culture, role of
, 218
domain of
, 217
faith-based discourses and practices of
, 219
Hinduism and
, 219
intersections between religious and
, 218–219
Kloosterman’s approach
, 216
mixed embeddedness perspective
, 215–218
Muslim entrepreneurs
, 220
Nigerian entrepreneurs
, 218
opportunity structure
, 217
patterns of variation in
, 217
pull and push factors
, 215
social class influence
, 219
social relations and
, 216
transnational networking
, 215
ethnicity
as a micro-and meso-level construct
, 214
migratory status and
, 217
representations of ethnic identity
, 215
ethnic minorities
, 88
ethnocultural diversity
, 45–46
European Federation of Public Service Unions
, 235
European Trade Union Confederation (ETUC)
, 234–235
European Union
, 235
exteriority of atypical bosses
, 88–91
Florida
, 76–78
freedom
, 5
negative
, 114–115
positive
, 114–115
in terms of free exercise of religion
, 114–115
French National Education system
, 21
gender mainstreaming
, 234
generation, dimensions of
as a birth of cohort
, 155
as a category of age
, 154
generic definition
, 153–154
heterogeneous approach to
, 168
Mannheim’s theory
, 154
generational diversity
, 7, 152
distinction and reunification of age and cohort measures
, 152–153, 161
career age
, 164
career cohorts
, 164
integrated approach
, 168–169
organisational age
, 165
organisational cohort
, 165
position age
, 165–166
position cohort
, 166
societal age
, 162
societal cohorts
, 163
in organisation, meta-analysis
, 166–169
between 1990 and 2013
, 158–159
at career level
, 164
in cultural and institutional contexts
, 161
in Europe
, 160
limits of study
, 170–171
methodology
, 156
in North-America
, 160
at organisational level
, 165
at position level
, 165–166
at societal level
, 162–163
stereotyped view, overcoming
, 169–170, 157–161
in West
, 157–161
genius of strangers
, 96–99
glass ceiling phenomenon
, 45, 74
Global Creativity Index (GCI)
, 77
Global Reporting Initiative (GRI)
, 241
GRETA vocational training organisation
, 22
“Groupe Métier” methodology
, 22
Hofstede’s frame of culture
, 70–74
human development index
, 78
human resource management programs
, 349
Human Rights and Equal Opportunity Commission (HREOC)
, 272
Human Rights Commission Act
, 260, 267
identity-based differences
, 110
immigrant entrepreneurship
, 216–217
immigration
inflows into selected OECD and non-OECD countries 2000–10
, 62–63
immigration in Canada
Canadian labour market and
, 63–70
comparison of unemployment rates
, 64–68
cultural traits and
, 70–74
discriminatory treatment against immigrants in
, 70–76
immigrant investors
, 67
immigrant’s and Canadians’ earnings
, 69–70
immigrants’ integrating mechanism
, 61
racial prejudice
, 73–74
rate of employment among immigrants
, 66–67
inclusive management practice
, 48–49
individualism
, 324–326
individual ownership for diversity
, 309
integration management
, 49–50
International Convention on the Elimination of All Forms of Discrimination against Women (CEDAW)
, 260
intersectional research
, 110
Jacobs, Jane
, 77
Kentucky Baptist Homes for Children
, 120
knowledge, notion of
, 21, 23
tests for
, 24
labour unions
, 233–234
in Belgium
, 236
Danish
, 237
employers’ strategy to destabilise
, 234
European trade unions’ organisations
, 235
French
, 236, 238
innovative and important practices of
, 235
literature review
, 232–237
in matter of wage equality
, 235
on policies of diversity management
, 232–233
position of
, 234
proactive approaches of
, 233
60s and 70s
, 234
Wallonia
, 236
Ladele vs London Borough of Islington Council,
, 116
leadership over time
, 49
legal conformity
, 44
legitimacy
, 43
Lemoine, Georges
, 23
LGBT people
, 6, 111–112, 117–122, 329
rights
, 236
linguistic diversity
, 2, 45
literacy test
, 24
“live and let live” ethos
, 77
management and diversity
, 1
management by competency
, 20–21
contingent rationality of
, 29–30
in France
, 31–32
institutional approach
, 30–32
as a way of developing diversity in workforce
, 21–24
managerialism
, 327
managers’ performance appraisal and/or compensation
, 349
market-based citizenship
, 328
Masterpiece Cakeshop v. Colorado Civil Rights Commission,
, 121
Maudits Français (Goddam French)
, 72
minority groups
, 111
LGBT people
, 111–112, 117–122
minority rights
, 111
Montréal
, 78
motives
, 23
multiculturalism
, 113
mumpreneurship
, 213
Muslim immigrants
, 112
national anxieties
, 71
negative liberty
, 114–115
negotiation, steps of
background and channels of communication
, 250
conclusion of agreement
, 248–249
factors of success of
, 244
implementation of agreement
, 249–250
monitoring and evaluation of a collective agreement
, 250–251
negotiation and formalisation of an agreement
, 247–248
planning of negotiation
, 244–245
production of a diagnostic
, 245–246
neo-liberal economy
, 320
neo-liberalism
, 12–13, 320
challenge of
, 329
E&D activities
, 323
macro-political discourses of
, 328
macro-politics of
, 320
practices of resistance and
, 329–330
in UK
, 321–322, 330
neo-liberal politics
, 320
neo-liberal values
competition
, 326–328
deregulation and voluntarism as
, 321–323
individualism
, 324–326
Neuro-Linguistic Programming (NLP)
, 130
NSW Anti-Discrimination Act 1977 (NSW) 260
NSW Anti-Discrimination (Amendment) Act
, 268–269
NSW Community Relations Commission and Principles of Multiculturalism Act
, 273
objectification
, 96
Observatoire Européen de la Diversité
, 235
older entrepreneurship
, 222
organisational age
, 165
organisational citizenship
, 42
organisational cohort
, 165
organisational competency
, 2, 25–28
organisational culture
, 50
organisational learning
, 25–28
performance, link with diversity
, 3
physical appearance, notion of
, 6, 129
absenteeism and staff turnover
, 141–142
appraisal process, correlation between
, 135
categorisation
, 132
compensation strategies and self-censorship
, 140–141
discrimination
, 133
hiring
, 135, 138
prejudice
, 133
salary
, 135
stereotyping
, 132–133
appreciation of
, 131–132
in the context of working life
, 130
corporate image and
, 139
definition
, 131
discrimination in workplace and
, 134–138
halo effect and
, 133–134
for health and safety reasons
, 137
issues linked to
, 138–140
labour code
, 136
legal framework
, 136–137
mistaken good intentions
, 142–143
negative repercussions on productivity
, 142
primacy effect and
, 133–134
raising awareness of
, 143–145
awareness-raising tools
, 145
role in working life
, 142–145
in terms of cultural background
, 132
plural identities
, 104
policies of diversity management, study of
acquisition of the diversity label
, 240–241
approach by public-targets
, 238–240
cautious involvement of social partner in
, 241–243
Labour code, equality between men and women
, 238–240
negotiation and signature of collective agreements
, 240–241
research methodology
, 237–238
steps of negotiation
background and channels of communication
, 250
conclusion of agreement
, 248–249
factors of success of
, 244
implementation of agreement
, 249–250
monitoring and evaluation of a collective agreement
, 250–251
negotiation and formalisation of an agreement
, 247–248
planning of negotiation
, 244–245
production of a diagnostic
, 245–246
position age
, 165–166
position cohort
, 166
positive liberty
, 114–115
pragmatic legitimacy of the organisation
, 44
productive diversity policies
, 257
professional age
, 164
professional identity of diversity managers
, 286
Public Service Act
, 270
Québec
, 78
cultural traits
, 70–74
discriminatory treatment against immigrants in
, 70–76
French-speaking executives in
, 72
immigration situation in
, 61–70
racial prejudice in
, 73–74
society
, 60
trade unions
, 237
tribal behaviours in
, 74–75
Race for Opportunity, Employers’ Forum
, 295
Racial Discrimination Act
, 267, 271
relational embeddedness
, 216
religious dietary obligations
, 8, 184
Christianity
, 189–190
collective living and
, 199–200
consumption of blood
, 193
contribution to religious identity
, 194–195
diversity in
, 185–187
exponential tradition of purity
, 193–194
fasting
, 200–201
work contracts and
, 201–202
framework for ritual slaughter
, 198–199
globalisation and
, 188
halal or kosher meat
, 188, 191, 195, 197–198, 200
of Hindu society
, 184
marginalisation of individuals and
, 204–205
meal allowances and dietary particularities
, 203
in a multicultural society
, 188–189
Olympic Games and Ramadan
, 201
ritualisation of slaughter and consumption of particular animals
, 187
ritual obligation in Judaism and Islam
, 190–193, 195–197
sacrificing animals
, 191
resource theory
, 45
self-censorship
, 141
self-concept
, 23
self-taught director
, 90, 92–93
self-taught entrepreneur
, 98
Sex Discrimination Act
, 271
sexual minority
, 115, 119
patterns of discrimination
, 116–122
sexual orientation equality
, 120
sexual orientation rights
, 111
“Silicon Roundabout” initiative
, 78
single-category research
, 110
skills
, 23
Social Corporate Responsibility Observatory (ORSE)
, 10
social dialogue
, 240
social dialogue, definition
, 232
social distribution of legal rights
, 115
social entrepreneurship
, 210
social justice
, 2
social responsibility
, 233
societal age
, 162–163
societal cohorts
, 163
SPReW project
, 161
structural embeddedness
, 216
super diversity
, 217
Symons, Gladys
, 74–75
Syndicat Canadien de la Fonction Publique (SCFP)
, 237
talent management practices
, 347
teaching objectives, definition of
, 21
team performance and diversity
, 363
Thomas, Jr., Dr. Roosevelt
, 360
time management
, 48–49
Title VII of the Civil Rights Act of
, 1964, 22
tolerance
, 78
traits
, 23
transformational leadership style
, 50–52
transnational networking
, 215
Turkish family businesses
, 214
uncertainty avoidance cultural dimension
, 60
uncertainty avoidant societies
, 71, 74–75, 77
“Uncertainty Avoidant” societies
, 4
US constitution
, 119
US equality landscape
, 121
veiled rationality
, 100–101
voluntarism
, 322–323
women’s entrepreneurship
, 212–214
working capacity
, 23–24
work-life balance programs
, 348
workplace discrimination
, 39
youth entrepreneurship
, 222
- Prelims
- Introduction
- Diversity, Competence, Performance and Creativity
- Competence and Diversity: What Parallels Between Them? What Interconnections?
- Conducting a Diversity Policy as a Management Change Agent: A Key Issue to an Organisation’s Performance
- Can the creative class thrive in an uncertainty avoidant society? A discussion of the Québec case
- The Stranger’s Gaze*
- Diversity Categories and Discrimination: Some Critical Reflections
- When Freedoms Collide: Competing Claims for Religious Rights and Sexual Orientation Equality at Work and Beyond
- Physical Appearance as Invisible Discrimination
- Generational Diversity in Organisation: A Meta-Analysis
- Sacred Food at Work Canteen: For a Better Understanding of Religious Specificities and their Management at the Workplace
- Socio-Political Issues on Diversity Management and Perspectives
- Diversity Dimensions of Entrepreneurship: Addressing Multiple Strands of Diversity in Entrepreneurship Research
- Trade Unions and Social Dialogue: A Challenge for Diversity Management
- Swings and Roundabouts: Reconsidering Equal Employment Opportunity, Affirmative Action and Diversity Management in Australia from a Historical Perspective
- Diversity Management as a Career: Professional Identity of Diversity Managers as a Multi-level and Political Construct
- Consequences of Neo-Liberal Politics on Equality and Diversity at Work in Britain: Is Resistance Futile?
- Diversifying Diversity: Creating an Integrative Agenda for the Evolution of Diversity as a Science and Practice1
- Epilogue: The Promise of Diversity Management: A Perspective
- Index