The purpose of this paper is to examine the “other-group orientation” (OGO) of New Zealand (NZ) workers as a way of measuring their attitudes to the growing ethnic…
The purpose of this paper is to examine the “other-group orientation” (OGO) of New Zealand (NZ) workers as a way of measuring their attitudes to the growing ethnic diversity in the contemporary workplace.
In all, 500 randomly selected NZ employees were surveyed through computer-assisted telephone interviews. Males, females and ethnic groups were included according to their current proportions in the NZ workforce. Analysis is based on 485 useable cases.
While New Zealanders generally have a high level of OGO, minority ethnic groups and graduates score higher on OGO. Among people under 38 years, males tend to have a higher OGO, while among those over 38, females tend to be higher.
The study shows the value of studying the attitudes of workers in relation to diversity and OGO. Workers bring their own orientations into the workplace, affecting the way they relate to their co-workers.
The pathway to more inclusive workplaces in NZ lies largely in influencing the attitudes and behaviour of NZ Europeans. The study suggests that inclusive educational experiences may be a key part of that process.
While the research shows that NZ workers are generally very positive about ethnic diversity, it reveals variations among ethnic and educational groups in terms of their openness to others.
Rich research discussion that occurs at conferences is rarely made accessible after the event. This paper aims to report on two “equality diversity and inclusion” (EDI) conferences held in Auckland, New Zealand, in 2008 and 2011. It summarises, compares and contrasts the processes and content of the conferences as well as identifying research trends and suggesting future research directions.
Text from the abstracts and transcribed audio recordings of conference discussions and presentations were analysed for similarities and differences. Two of the authors completed individual analyses of each of the conferences before reaching consensus on the overall themes.
Enduring EDI concerns over the two conferences were: identity, change practices and context. At the 2008 conference, three linked categories permeated discussion: methodologies, identity and practices for effective change. Over the intervening three years, research volume grew and differentiated into speciality areas. At the 2011 conference, methodological enquiry was less visible, but was intertwined through content areas of differentiated identities (sexuality, ethnicity, and gender), roles (leadership and management) and context (country, sport, and practice).
This paper distils research trends from two conferences and suggests directions for research.
The paper provides a bounded overview of developments and changes in the EDI sub‐discipline. Rich research discussion often occurs informally at conferences but is not made widely available. This paper aims to share conference discussions, research trends and potential directions for research.