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Article
Publication date: 12 August 2014

Christina Evans

Set against a background of numerous institutionally funded programmes with a focus on gender mainstreaming, the purpose of this paper is to draw on institutional theory…

Abstract

Purpose

Set against a background of numerous institutionally funded programmes with a focus on gender mainstreaming, the purpose of this paper is to draw on institutional theory as an alternative lens to explain why such programmes often fail to achieve the desired outcomes.

Design/methodology/approach

The paper is based on a case of a European Social Fund EQUAL Programme aimed at enhancing employment opportunities for women in Information Technology, Electronics and Communication and related sectors. The paper focuses on the partnership working aspect, which is a fundamental mobilizing structure of European Commission programmes. Insights into the experiences of partnership working were gathered from interviews with 18, out of the 24 participating partners, on this specific programme.

Findings

Tensions with partnership working are exposed and discussed: frustration with intra-organizational collaborative working and structures and outputs that promote a mimetic approach to change, legitimized through the symbolic use of “best practice”; findings more consistent with “institutional isomorphism”, as opposed to “institutional innovation”.

Social implications

Given that partnership working remains a key mobilizing structure of gender mainstreaming programmes, both within Europe and in other contexts, the paper concludes with recommendations aimed at those responsible for commissioning and overseeing such programmes.

Originality/value

This paper draws on institutional theory as an alternative lens to examine and explain why gender mainstreaming programmes do not always achieve the intended outcomes. To date, as others acknowledge, there has been limited work that has applied organizational theory to this problem.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 33 no. 6
Type: Research Article
ISSN: 2040-7149

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Article
Publication date: 3 July 2017

Jenny Lynne Semenza, Regina Koury and Sandra Shropshire

This paper aims to provide an annotated bibliography of literature on diversity initiatives for 2010-2015 in academic libraries, both in USA and internationally. It aims…

Abstract

Purpose

This paper aims to provide an annotated bibliography of literature on diversity initiatives for 2010-2015 in academic libraries, both in USA and internationally. It aims to help librarians interested in fostering a welcoming and supporting environment for all individuals and engaging library community in discussions about diversity.

Design/methodology/approach

The authors conducted literature review using EBSCOhost multidisciplinary databases and Google Scholar, using the terms “divers*” and “academic librar*” and limiting search results to 2010-2015 dates.

Findings

The literature reviewed in this annotated bibliography is a solid start to assist librarians with diversity initiatives from planning collections to wider organization planning purposes.

Originality/value

No other annotated bibliography currently exists for those interested in conducting vital work of ensuring a respectful and inclusive library environment.

Details

Collection Building, vol. 36 no. 3
Type: Research Article
ISSN: 0160-4953

Keywords

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Article
Publication date: 21 August 2018

Regina Koury, Jenny Lynne Semenza and Sandra Shropshire

The purpose of this paper is to describe survey findings on diversity and inclusion initiatives at the Carnegie Doctoral Research Institutions of Higher Education…

Abstract

Purpose

The purpose of this paper is to describe survey findings on diversity and inclusion initiatives at the Carnegie Doctoral Research Institutions of Higher Education libraries. The findings would be helpful to libraries that are at the beginning of their own diversity and inclusion initiatives or that wish to compare ongoing efforts.

Design/methodology/approach

The authors conducted a survey of Carnegie Doctoral Research Institutions of Higher Education libraries using Qualtrics, an online survey software. Link to the survey with a short explanation was e-mailed to the 324 identified contacts and 151 responses were received at the end of the survey.

Findings

Survey responses revealed that the most prevalent types of diversity and inclusion initiatives fall into one of three categories. These are the creation/enhancement of library collections, recruitment and collaboration with other campus units. Not surprisingly, lack of money and other resources are identified as challenges faced by those who engage in these initiatives.

Originality/value

No other research currently exists for those interested in assessing diversity and inclusion initiatives at the Carnegie Doctoral Research Institutions of Higher Education libraries.

Details

Library Management, vol. 40 no. 1/2
Type: Research Article
ISSN: 0143-5124

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Article
Publication date: 8 May 2017

Sara Louise Muhr and Beate Sløk-Andersen

The purpose of this paper is to examine why and how past stories of women’s insufficiency for military work survive and how they come to form a gendered organizational…

Abstract

Purpose

The purpose of this paper is to examine why and how past stories of women’s insufficiency for military work survive and how they come to form a gendered organizational narrative dominant in constructing current opinions on women in the military.

Design/methodology/approach

The analysis is based mainly on archival data, but supported by interview material as well as participant observation data. The authors do this from the assumption that the culturally constructed notion of the ideal soldier is based on a historically constructed professional narrative.

Findings

The authors show how a historically produced gender narrative – based on (fictional) stories on what women can and cannot do – is perceived as true and thereby casts women as less suitable for a military career. Thus, despite the current equal legal rights of men and women in the military, the power of the narrative limits female soldiers’ career possibilities.

Originality/value

The paper is unique as it, in drawing on archival data, is able to trace how an organizational narrative comes to be and due to its ethnographic data how this creates limitations for women’s careers. This narrative is stronger and much more powerful than management is aware of. The paper therefore adds crucial knowledge about the ideological influence a historically produced organizational narrative can have on current change initiatives.

Details

Journal of Organizational Change Management, vol. 30 no. 3
Type: Research Article
ISSN: 0953-4814

Keywords

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Article
Publication date: 2 January 2018

Mukta Kulkarni, K.V. Gopakumar and Shivani Patel

Organizations are increasingly investing in disability-specific sensitization workshops. Yet, there is limited understanding about their hoped outcomes, that is, increased…

Abstract

Purpose

Organizations are increasingly investing in disability-specific sensitization workshops. Yet, there is limited understanding about their hoped outcomes, that is, increased knowledge about disability-related issues and behavioral changes with respect to those with a disability. The purpose of this paper is to examine the effectiveness and boundaries of disability-specific sensitization training in organizations.

Design/methodology/approach

This is an interview-based study where 33 employees from five industries across India were interviewed over the span of a year.

Findings

The findings suggest that sensitization workshops are successful with regard to awareness generation. Paradoxically, the same awareness also reinforced group boundaries through “othering.” Further, workshops resonated more so with individuals who already had some prior experience with disability, implying that voluntary sensitization is likely attracting those who have the least need of such sensitization. The findings also suggest that non-mandated interventions may not necessarily influence organizational level outcomes, especially if workshops are conducted in isolation from a broader organizational culture of inclusion.

Originality/value

The present study helps outline effects of sensitization training initiatives and enhances our understanding about how negative attitudes toward persons with a disability can be overcome. The study also indicates how such training initiatives may inadvertently lead to “othering.” Finally, this study offers suggestions to human resource managers for designing impactful disability sensitization workshops.

Details

Employee Relations, vol. 40 no. 1
Type: Research Article
ISSN: 0142-5455

Keywords

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Article
Publication date: 1 April 2006

Triveni Kuchi

Purpose – Libraries have been experiencing relentless change and uncertainty in their environment. The literature on corporate communications, strategic management and…

Abstract

Purpose – Libraries have been experiencing relentless change and uncertainty in their environment. The literature on corporate communications, strategic management and planning, marketing and public relations more recently, has been recommending using communications as a strategy to coherently and proactively handle and foresee change. Planning and using an overall communications strategy will bring integrity and adherence to the library's goals and direction while reducing the discomfort of change. This selected bibliography is a quick starting point for understanding the significance of an overall communication strategy and its use for managing conflicts and changes in the library's environment strategically. Design/methodology/approach – This article covers books and articles from mid‐1980s to 2004, published around the world. The sources are listed alphabetically by author and then chronologically for different sources by the same author, providing brief but useful information about the content covered for each source. Findings – This bibliography illustrates a variety of research from corporate communications, strategic planning, communications management, marketing and public relations literature that emphasize the role of communication in strategic management. Research limitations/implications – It records a comprehensive list of publications covering international perspectives as well as publications about communication strategy. Practical implications – This selected bibliography is primarily intended for librarians, library planners, managers or administrators, but is also relevant to corporate and business professionals, planners and administrators. Further, it would also be a useful resource for students, faculty and researchers of communication. Originality/value – This bibliography presents a much needed resource list for gathering insights into the strategic role of communication for organizations such as the library that are in a state of constant change.

Details

Library Management, vol. 27 no. 4/5
Type: Research Article
ISSN: 0143-5124

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Article
Publication date: 16 September 2010

Mark E. Moore, Alison M. Konrad and Judith Hunt

This study aims to examine the effect of top management vision on top management support, practice, and the employment of managers with disabilities within the sport industry.

Abstract

Purpose

This study aims to examine the effect of top management vision on top management support, practice, and the employment of managers with disabilities within the sport industry.

Design/methodology/approach

A questionnaire was developed to collect data on perception of top management vision, top management support, supportive practices, and representation of managers with disabilities in sport organizations and sent to 500 collegiate and professional sport organizations in the USA. In total, 196 respondents (39 percent) returned their completed survey forms, of which 190 forms were useable. Data were analyzed using path analysis.

Findings

The results indicated a significant path between supportive practices and the representation of managers with disabilities (β = 0.15, p < 0.05). Top management vision was also shown as a significant positive moderator of the relationship between top management support and supportive practices.

Practical implications

Results suggest that top management vision is an important addition to top management support for facilitating the implementation of supportive practices, which, in turn, increase the representation of persons with disabilities in managerial positions.

Originality/value

This is the first known empirical investigation examining the role of top management vision and top management support in creating managerial opportunities for persons with disabilities.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 29 no. 6
Type: Research Article
ISSN: 2040-7149

Keywords

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Article
Publication date: 1 September 2000

Jonathan C. Morris

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within…

Abstract

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

Details

Management Research News, vol. 23 no. 9/10/11
Type: Research Article
ISSN: 0140-9174

Keywords

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Article
Publication date: 1 June 1996

Carol Agócs and Catherine Burr

Affirmative action in the USA, and employment equity in Canada, are policy frameworks that have developed through the use of legislation, regulation and decisions by…

Abstract

Affirmative action in the USA, and employment equity in Canada, are policy frameworks that have developed through the use of legislation, regulation and decisions by courts and administrative tribunals, as mechanisms for addressing discrimination in employment. Managing diversity, in contrast, is a voluntary initiative by corporate decision makers, at the level of the firm, in response to the growth of diversity in the workforce and marketplace. Provides a framework for comparing and assessing the three approaches and choosing between them.

Details

International Journal of Manpower, vol. 17 no. 4/5
Type: Research Article
ISSN: 0143-7720

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Book part
Publication date: 2 December 2019

Frank Fitzpatrick

Abstract

Details

Understanding Intercultural Interaction: An Analysis of Key Concepts
Type: Book
ISBN: 978-1-83867-397-0

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