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The interplay between gender and dynamic managerial capabilities is not well studied in the extant literature. This paper aims to explore how dynamic managerial…
The interplay between gender and dynamic managerial capabilities is not well studied in the extant literature. This paper aims to explore how dynamic managerial capabilities, as prized qualities in the job market, are framed in gendered ways and how the gendering process disadvantages female and male workers for different reasons and harms the organisations, which use the managerial capabilities approach without proofing it for gender biases.
An extensive literature review was conducted and a framework that offers a new gender perspective was offered.
A number of ways dynamic managerial capabilities may be proofed for gender biases and how a gender-balanced framing of dynamic managerial capabilities may be achieved are identified.
This paper contributes to the development of a new gender perspective, which is called regendering of dynamic managerial capabilities, which frees the concept from its binary frames of gender, assumptions of gender neutrality, with a view to capture gender diversity in a way which is closer to its nature in theory and practice of dynamic managerial capabilities.
Treatment of intersectionality in empirical studies has predominantly engaged with individual categories of difference. The purpose of this paper is to demonstrate that…
Treatment of intersectionality in empirical studies has predominantly engaged with individual categories of difference. The purpose of this paper is to demonstrate that there is utility in exploring intersectionality at the intersection of individual and institutional levels. As such the authors move beyond the polarised take on intersections as either individual or institutional phenomenon and tackle intersectionality as a relational phenomenon that gains meaning at the encounter of individuals and institutions in context. Therefore, the authors explicate how intersectionality features as forms of solidarity and hostility in work environments. As such the authors posit that not only individuals but also the institutions should change if inclusion is aimed at societal and organisational levels.
A thematic analysis on qualitative interview data of a purposive- and snowball-selected sample of 11 lesbian, gay, bisexual, transgender and queer working adults in Turkey was used.
This paper finds evidence to support the existence of a multidimensional model of intersectionality, where conflicting and complementary individual and institutional intersections create four intersectional typologies in the form of intersectional hostility, intersectional struggle, intersectional adjustment and intersectional solidarity.
The extant literature offers rich insights into individual intersectionality but sheds very little light on institutional intersectionality and its interaction with individual intersectionality. This paper attempts to fill in this gap by investigating intersectional encounters as interactions between the individual and institutional intersections.
Owing to its colonial past, Britain has a long history of regulating race relations at international and national levels. In this chapter, we focus on race discrimination…
Owing to its colonial past, Britain has a long history of regulating race relations at international and national levels. In this chapter, we focus on race discrimination in the United Kingdom, exploring its historical roots, the politics of discrimination as reflected in public debates on ethnic diversity in the United Kingdom and regulatory frameworks that operate in the country. First, we explicate the historical context of immigration which shapes the meaning and practices of race discrimination at work and in life in the United Kingdom. We then describe the contemporary debates and the key actors in the field of race discrimination at work. The legal context is presented with key turning points which have led to the enactment of laws and the emergence of the particular way race equality and ethnic diversity are managed in the United Kingdom. We also demonstrate the intricate contradictions with regard to legal progress and setbacks with introduction of countervailing measures that undermine equality laws. We present a country case study which illustrates the complexities of race discrimination in a specific sector of work, that is, the technology-enabled private hire car services and change of ethnic composition in the hire care services in the United Kingdom. The chapter summary is presented at the end and it provides also a discussion of possible ways to combat race discrimination at work in the United Kingdom.