The purpose of this paper is to draw on postcolonial theorising on hybridity as a heuristic to explore current tensions described by managers in voluntary organisations engaging with diversity issues. Voluntary organisations are particularly valued for their innovative services developed in response to the needs of their constituents. However, managers describe increasing tension between their organisation's mission on behalf of marginalised and excluded groups and the increasing expectation that these organisations act as contractors to the state and as providers of professionally managed services.
The paper draws on interviews with a range of key informants, including chief executives, specialist diversity managers and project workers, working in UK‐based voluntary organisations; the interviews explored diversity issues in a broad sense including campaigning and advocacy work as well as service provision.
Evidence was revealed of innovative ways of working that respond to the needs of particular communities and constituencies – thereby supporting the rationale behind the “business case” for diversity. Also found was evidence of pressures from regulators and funders to standardise that make such innovation less likely; involving processes of undermining the efforts of organisations to manage and organise themselves independently, and of essentialising – fixing the subjects of diversity in an identity of difference and inferiority. The findings suggest that “managing diversity” is inherently problematic.
There is little academic research that applies a critical perspective to voluntary organisations and less using postcolonial theory as a heuristic. However, voluntary organisations are central to both national and international anti‐poverty initiatives and programmes designed to facilitate community renewal.
The purpose of this paper is to examine the findings from longitudinal study conducted with women leaders in tech cities to understand the cultural and discursive burden…
The purpose of this paper is to examine the findings from longitudinal study conducted with women leaders in tech cities to understand the cultural and discursive burden affecting their professional experiences and the dominant cultural boundaries they regularly have to cross to legitimise their knowledge and expertise.
The paper draws on research from the Gender in Tech City project that included serial interviews with 50 senior women leaders over three years at three different tech city sites.
The paper illustrates the differing spatialities that women continue to face within tech culture and how terms such as “women in tech” are problematic.
This study adds to the conceptualisation of tech culture and gendered constructions within a spatial context; there is a need to strengthen this path of investigation beyond gender as a lone issue.
The study contributes to the literature on spatial context, examining a new micro-context within tech culture that amplifies hidden biases and restricts the movement of women professionals.