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Book part
Publication date: 16 August 2021

Sakura Yamamura and Paul Lassalle

Diversity is becoming the context through which researchers can account for different aspects of increasingly complexifying conditions of both entrepreneurship and migration…

Abstract

Diversity is becoming the context through which researchers can account for different aspects of increasingly complexifying conditions of both entrepreneurship and migration. Taking a superdiversity perspective, this chapter uncovers and conceptualises what is diversifying particularly in migrant entrepreneurship. The authors identify four different dimensions of diversity and diversification affecting the activities of migrant entrepreneurs. First, with diversifying flows of migration, the characteristics of the entrepreneurs themselves as individual (usually transnational) migrants are diversifying. Second, with changing migration contexts, resources deriving from migration experiences are diversifying, exemplified by the different forms of transnational capitals used in entrepreneurship. Third, through migrant-led processes of diversification in the larger society, the main markets are diversifying, providing further opportunities to migrant entrepreneurs. Last but not least, the entrepreneurial strategies of migrant entrepreneurs are accordingly also diversifying, whereby finding different breaking-out strategies beyond the classical notion of only serving ethnic niche markets arise.

These diversities are embedded in the context of the overall superdiversifying society in which migrant entrepreneurs emerge and struggle to establish. By disentangling the different dimensions of diversity, this chapter contextualises debates on entrepreneurship and migration, including those in the present edited book, into the larger debate on the societal turn to superdiversity. It further discusses the notions and practices of differences embodied in migrant entrepreneurship, beyond the notion of the ethnic niche and the disadvantaged striving for market integration.

Article
Publication date: 20 May 2022

Calvin W.H. Cheong

The purpose of this study is to investigate the gender and ethnic diversity–performance relationship in Malaysia from two angles: (1) the impact of political regimes; and (2) a…

Abstract

Purpose

The purpose of this study is to investigate the gender and ethnic diversity–performance relationship in Malaysia from two angles: (1) the impact of political regimes; and (2) a possible nonlinear relationship – at the boardroom and employee level.

Design/methodology/approach

This study uses a sample of firms listed in Bursa Malaysia during a sample period that spans two political regimes. Two-stage least squares controlling for firm-specific effects, corporate governance and lagged variables to account for endogeneity issues is used to test the relationship.

Findings

Findings show that the political alignment of the ruling government affects the significance of the gender/ethnic diversity–performance relationship. The relationship between board gender/ethnic diversity and firm performance is curvilinear while the relationship between employee gender/ethnic diversity is linear and positive.

Research limitations/implications

First, promoting gender/ethnic diversity not only requires strong policy but also political will to lead by example. Political regimes that provide lip-service without effective implementation threaten to derail any efforts in furthering the diversity agenda. Second, the presumption of a linear diversity–performance relationship is fallacious. Further studies, especially in pluralistic societies, must not discount the subtleties of intergroup conflicts. Third, in light of allegations of prejudicial hiring policies, Malaysian firms should embrace diversity, not only in the boardroom, but also among its workforce as employee diversity improves firm performance.

Originality/value

Prior studies on gender/ethnic diversity in Malaysia have returned mixed results but thus far, there has been no satisfactory explanation for this phenomenon. This study attributes it to lack of political will and cultural subgroup conflicts – two pertinent issues that were never considered in the literature. Prior studies have also exclusively focused on boardroom diversity. This study goes further by examining employee diversity – particularly important since most empowerment and diversity initiatives are targeted at lower level employees. This study is also the first to provide an objective benchmark for gender diversity (30–35% female directors) and ethnic diversity (less than 40% from one ethnicity) to achieve optimal performance.

Details

Asia-Pacific Journal of Business Administration, vol. 15 no. 5
Type: Research Article
ISSN: 1757-4323

Keywords

Book part
Publication date: 30 October 2009

Lisa K. Hussey

Although there is great potential for diversity, library and information science (LIS) is a relatively homogenous profession. Increasing the presence of librarians of color may…

Abstract

Although there is great potential for diversity, library and information science (LIS) is a relatively homogenous profession. Increasing the presence of librarians of color may help to improve diversity within LIS. However, recruiting ethnic minorities into LIS has proven to be difficult despite various initiative including scholarships, fellowships, and locally focused programs. The central questions explored in this research can be divided into two parts: (1) Why do ethnic minorities choose librarianship as a profession? (2) What would motivate members of minority groups to join a profession in which they cannot see themselves?

The research was conducted through semi-structured, qualitative interviews of 32 ethnic minority students from one of four ethnic minority groups (African American, Asian American, Hispanic/Latino, and Native American) currently enrolled in an LIS graduate program. Eleven themes emerged from the data: libraries, librarians, library work experience, LIS graduate program, career plans and goals, education and family, support, mentors, ethnicity and community, acculturation, and views of diversity.

The findings seem to support many assumptions regarding expectations and career goals. The findings related to libraries, librarians, mentors, and support illustrate that many recruitment initiatives are starting in the right place. However, the most noteworthy findings were those that centered on identity, acculturation, and diversity because they dealt with issues that are not often considered or discussed by many in the profession outside of ethnic minority organizations.

Details

Advances in Library Administration and Organization
Type: Book
ISBN: 978-1-84950-580-2

Book part
Publication date: 3 May 2017

Joana Vassilopoulou

This chapter focuses on the management of ethnic diversity and investigates Diversity Management practices in an organization which is a member of the Diversity Charta in Germany…

Abstract

This chapter focuses on the management of ethnic diversity and investigates Diversity Management practices in an organization which is a member of the Diversity Charta in Germany and even won a prize for its outstanding Diversity Management initiatives. However, this chapter illustrates that in this company Diversity Management can only be understood as window dressing, rather than as a serious attempt to manage diversity and particularly ethnic diversity. The case study data derives from a larger study, which examined the habitus of managing ethnic diversity in Germany. The case study data consists of observations, interviews with key internal stuff as well as employees, a focus group, documentary analysis of company data (policies, annual reports, brochures, as well as employee statistics), information about company history and lastly visual data in the form of pictures.

Details

Management and Diversity
Type: Book
ISBN: 978-1-78635-550-8

Keywords

Article
Publication date: 27 July 2012

Stijn Verbeek and Sandra Groeneveld

This study aims to examine the effectiveness of three types of diversity policies in improving the numerical representation of ethnic minorities in organizations: the assignment…

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Abstract

Purpose

This study aims to examine the effectiveness of three types of diversity policies in improving the numerical representation of ethnic minorities in organizations: the assignment of responsibility for the policy within the organization, tiebreak preferential treatment, i.e. selecting the ethnic minority candidate if the best applicants are equally qualified, and the formulation of target figures.

Design/methodology/approach

The dataset consists of 8,283 official reports of Dutch work organizations filed in 2001 and 2002 to comply with the Act Stimulation Labor Participation Minorities (Wet SAMEN). The research is embedded in the broader literature on the underlying motivations for diversity policies and on their potential “symbolic” character.

Findings

The analysis suggests that the three diversity policies and ethnic minority representation are correlated. However, the policies do not impact ethnic minority participation rates in the short run.

Research limitations/implications

Future research should also include long‐term effects, actual implementation processes, and the effectiveness of these three policies in combination with other policies and in specific contexts.

Practical implications

Policymakers and strategic HRM practitioners should adopt a long time frame in trying to increase ethnic minority representation. In line with previous research, the study evaluates assigning responsibility within organizations most positively.

Originality/value

These “hard” policies are central to the debate on equal opportunities, employment equity, and ethnic diversity, but few large N effectiveness studies are available.

Book part
Publication date: 28 August 2019

Joana Vassilopoulou, Andreas Merx and Verena Bruchhagen

This chapter is partially based on an unpublished Organisation for Economic Co-operation and Development (OECD) background report, titled ‘OECD Research Project on Diversity in…

Abstract

This chapter is partially based on an unpublished Organisation for Economic Co-operation and Development (OECD) background report, titled ‘OECD Research Project on Diversity in the Workplace: Country Report Germany’, which was written by the authors of this chapter. While the OECD country report illustrates how diversity policies and related diversity instruments targeting various diversity dimensions have developed in Germany over recent decades, this chapter focuses solely on the management of ethnic diversity and its related policies. Diversity policies are broadly understood as any policy that seeks to increase the representation of disadvantaged social groups such as migrants and ethnic minorities, women, disabled persons, older workers and lesbian, gay, bisexual, transgender/transsexual, intersex and queer/questioning (LGBTIQ) in the workplace, both in the public and in the private sector. The central idea of this chapter is to provide an overview of which policies and instruments have been implemented for migrants and ethnic minorities at the workplace and to evaluate their success or failure where possible. In doing so, this chapter also discusses obstacles, success factors and challenges for policy implementation for the past and for the future.

Details

Race Discrimination and Management of Ethnic Diversity and Migration at Work
Type: Book
ISBN: 978-1-78714-594-8

Keywords

Article
Publication date: 11 January 2019

Sophie Hennekam, Sabine Bacouel-Jentjens and Inju Yang

The purpose of this paper is to present a case study of the multilevel factors that influence the way in which an organization approaches ethnic diversity management in France…

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Abstract

Purpose

The purpose of this paper is to present a case study of the multilevel factors that influence the way in which an organization approaches ethnic diversity management in France. Syed and Özbilgin’s (2009) relational framework was adopted to understand and contextualize ethnic diversity management in a car manufacturing company in France.

Design/methodology/approach

In total, 37 semi-structured in-depth interviews with employees of different hierarchical levels in a French organization have been conducted and analyzed using the Gioia method.

Findings

The findings show that the lack of clear laws and the universal citizenship model on macro-level coupled with the gendered industry and superficial engagement with ethnic diversity on meso-level overlooks the difficult situation of ethnic minorities in the workplace, especially women. However, the findings also stress that it is on individual level that resilience and agency can be expressed, which means that despite the perceived barriers on societal and organizational level, ethnic minorities are motivated to improve the way they are treated in organizations.

Originality/value

Ethnic minorities are an understudied dimension of diversity management in organizations. The findings underscore the importance of the intersection of ethnicity and gender as this affects the career development possibilities and daily work experience of ethnic minority women.

Details

International Journal of Manpower, vol. 40 no. 1
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 5 November 2020

Tuan Anh Luong

The quality of exports is an important indicator of the economic development of a country. It is, therefore, important to understand its determinants. Existing literature reveals…

Abstract

Purpose

The quality of exports is an important indicator of the economic development of a country. It is, therefore, important to understand its determinants. Existing literature reveals a number of determinants such as the position of a country, the distance to the trading partner, the size of the firm and the productivity or the quality of inputs. In this study, the author proposes a new determinant, namely ethnic diversity.

Design/methodology/approach

In the first stage of this research, the author estimates the quality of exports following Berry (1994) approach. The author also addresses the endogeneity problem as suggested by Khandelwal (2010). The author’s measure of ethnic diversity follows Easterly and Levine (1997). In the second stage, the author regresses the estimated quality on the measure of ethnic diversity, interacted by the degree of differentiation of the goods.

Findings

First, the author finds that ethnic diversity in general reduces the quality of exports. Second, the author finds that the impact varies with the degree of differentiation. In particular, while ethnic diversity decreases the quality of differentiated goods, it increases the quality of homogeneous goods.

Research limitations/implications

Because of data limitations, the research cannot investigate the impact of migration.

Practical implications

The findings of this paper show how one can improve the quality of products based on the characteristics of the population and of the products.

Originality/value

In the last decade, there has been growing attention paid to the impact of ethnic diversity on economic performance. As industrial powerhouses such as China continue to urbanize, stitching together once-disparate ethnic groups, the role ethnic diversity plays in the economic life of a country must be examined from a variety of angles. This paper is the first to investigate the specific impact of that diversity on product quality and on how diversity interacts with the characteristics of products.

Details

Journal of Economic Studies, vol. 48 no. 7
Type: Research Article
ISSN: 0144-3585

Keywords

Article
Publication date: 1 May 2020

Erik Hermann, Martin Eisend and Tomás Bayón

The purpose of this paper is to apply cultivation theory to social network sites by investigating how Facebook uses cultivates users' ethnic diversity perceptions and attitudes.

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Abstract

Purpose

The purpose of this paper is to apply cultivation theory to social network sites by investigating how Facebook uses cultivates users' ethnic diversity perceptions and attitudes.

Design/methodology/approach

The authors’ investigations include an online and offline survey study with 476 Facebook users and a follow-up experiment with 75 individuals.

Findings

The authors provide empirical support that Facebook use cultivates ethnic diversity perceptions and ethnic diversity-related attitudes. They show that Facebook use relates to perceptions of ethnic minorities that resemble the world on Facebook that is characterized by high ethnic diversity. The authors further demonstrate that the cultivation of ethnic diversity-related attitudes is mediated by diversity perceptions related to users' close social environment.

Research limitations/implications

Future research should consider culturally and educationally diverse samples as well as longitudinal research designs to address external validity and causality issues.

Practical implications

Algorithms determining the content users are exposed should be thoughtfully curated to avoid attitudinal and ideological polarization.

Social implications

Facebook can play an important role in positively shaping intergroup relations, thereby countering negative outgroup attitudes, social anxieties and radical right-wing parties.

Originality/value

The authors’ studies extend the scope of cultivation research by identifying a new media vehicle as a source of cultivation influences and shed light on the cultivation-based process of attitude change on social network sites.

Details

Internet Research, vol. 30 no. 4
Type: Research Article
ISSN: 1066-2243

Keywords

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