Search results

1 – 10 of 23
Article
Publication date: 18 June 2018

Thomas Köllen, Marja-Liisa Kakkuri-Knuuttila and Regine Bendl

There seems to exist a widespread, unquestioned and unquestionable consent, both in research and practice, that there is a moral value inherent in equality and related initiatives…

6045

Abstract

Purpose

There seems to exist a widespread, unquestioned and unquestionable consent, both in research and practice, that there is a moral value inherent in equality and related initiatives toward diversity and inclusion. However, this consent is primarily based on political convictions and emotional reasons, and is without any strong ethical grounding. Whilst a considerable volume of research has been carried out into different facets of the economic value of initiatives toward equality, diversity, and inclusion (EDI), comparatively little research has been undertaken into its moral value. Therefore, the purpose of this paper is to structure the moral perspectives on EDI more precisely and more critically.

Design/methodology/approach

After discussing the interrelation of the three concepts equality, diversity and inclusion, the authors discuss the way in which initiatives toward diversity and inclusion are justified morally in literature. The authors point out the crucial position of equality, and then, subsequently, outline how different approaches to equality try to achieve moral legitimacy. Being an important group of initiatives in this debate, the authors subsequently reflect upon the moral (il)legitimacy of affirmative action (AA). The concluding section of this paper provides a brief summary of the findings.

Findings

The moral evaluation of equality, diversity and inclusion remains an under-theorized field. Within the discourse on equality, diversity and inclusion, the term “justice” is largely used in an intuitive way, rather than being rooted in a specific moral philosophy. As there are several conceivable, differing moral perspectives on EDI, one cannot expect an indisputable answer to the question as to whether a given approach toward equality, diversity and inclusion is morally praiseworthy or just. However, the widespread assumption that equality is morally praiseworthy per se, and that striving for equality morally justifies any initiative toward diversity and inclusion, is untenable.

Originality/value

This paper addresses the lack of theorizing on the moral value of initiatives toward equality, diversity, and inclusion, such as diversity management, AA or various equal opportunity approaches. Future research could enrich the discourse on the moral evaluation of diversity management, inclusion programs and organizational equality approaches with new philosophical facets and perspectives, perspectives that might differ from those taken in the predominantly American discourse.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 37 no. 5
Type: Research Article
ISSN: 2040-7149

Keywords

Content available
Article
Publication date: 29 March 2011

423

Abstract

Details

Equality, Diversity and Inclusion: An International Journal, vol. 30 no. 3
Type: Research Article
ISSN: 2040-7149

Article
Publication date: 26 April 2013

Barbara Myers, Judith K. Pringle and Lynne S. Giddings

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…

405

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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).

Research limitations/implications

This paper distils research trends from two conferences and suggests directions for research.

Originality/value

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.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 32 no. 4
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 22 June 2012

Regine Bendl and Angelika Schmidt

In this paper the authors aim to examine the forms in which feminist activism is played out at contemporary managerial universities and pose the following question: what notions…

1014

Abstract

Purpose

In this paper the authors aim to examine the forms in which feminist activism is played out at contemporary managerial universities and pose the following question: what notions of feminist activism and feminist theory have to be revisited in order to sustain the target of gender equality and support its move further into the centre and the mainstream of managerial universities?

Design/methodology/approach

Based on action research the authors document a workshop which they organised for different constituencies (administrators, researchers and feminist activists) working towards gender equality at an Austrian university and discuss its results in the context of feminist theory.

Findings

The five voices collected at the workshop show that feminist theories are still the underlying guiding principles for feminist activism towards gender equality at managerial universities. As this is the first time that different generations of feminist activists have been present at managerial universities and are working in a top‐down environment supported by administrators responsible for gender equality, common practices that have been successful to implement gender equality in the past have to be refined and new spaces for collaboration established.

Originality/value

This is the first paper that explores the multiple voices amongst those engaged in the process of transformation towards gender equality at contemporary managerial universities. It shows that an open discussion of complementary and conflicting ways in which the representatives can construct their selves, their strategies and their actions is required in order to start “managing the management” anew – from a higher level than the feminist grassroots activists in the 1980s and 1990s.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 31 no. 5/6
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 22 August 2008

Regine Bendl, Alexander Fleischmann and Christa Walenta

The paper's aim is to examine how diversity management discourse reproduces heteronormative essentialist notions of identity in organisations.

4890

Abstract

Purpose

The paper's aim is to examine how diversity management discourse reproduces heteronormative essentialist notions of identity in organisations.

Design/methodology/approach

This is a critical analysis of diversity management discourse that draws upon concepts, frames and the language of queer theory and insights from social identity construction to offer an alternative approach to reconceptualising diversity management. The key question of the paper is: what are the conceptions of identity underpinning the diversity management discourse and how do they reproduce heteronormativity?

Findings

The paper unveils the reproduction of binaries in diversity management discourse. Possible counter strategies from queer theory are proposed to alter the diversity management discourse.

Originality/value

This paper offers a first reading of diversity management discourse against the grain from a queer perspective and offers possible points of departure for altering diversity management discourse.

Details

Gender in Management: An International Journal, vol. 23 no. 6
Type: Research Article
ISSN: 1754-2413

Keywords

Content available
Article
Publication date: 4 January 2011

Regine Bendl

429

Abstract

Details

Equality, Diversity and Inclusion: An International Journal, vol. 30 no. 1
Type: Research Article
ISSN: 2040-7149

Article
Publication date: 8 February 2013

Janne Tienari, Susan Meriläinen, Charlotte Holgersson and Regine Bendl

The purpose of this paper is to explore the ways in which gender is “done” in executive search. The authors uncover how the ideal candidate for top management is defined in and…

2500

Abstract

Purpose

The purpose of this paper is to explore the ways in which gender is “done” in executive search. The authors uncover how the ideal candidate for top management is defined in and through search practices, and discuss how and why women are excluded in the process.

Design/methodology/approach

The study is based on in‐depth interviews with male and female Austrian, Finnish and Swedish executive search consultants. The authors study the ways in which consultants talk about their work, assignments, clients, and candidates, and discern from their talk descriptions of practices where male dominance in top management is reinforced.

Findings

The ways in which gender is “done” and women are excluded from top management are similar across socio‐cultural contexts. In different societal conditions and culturally laden forms, search consultants, candidates and clients engage in similar practices that produce a similar outcome. Core practices of executive search constrain consultants in their efforts to introduce female candidates to the process and to increase the number of women in top management.

Research limitations/implications

The study is exploratory in that it paves the way for more refined understandings of the ways in which gender plays a role in professional services in general and in practices of executive search in particular.

Practical implications

Unmasking how gender is woven into the executive search process may provide openings for “doing” gender differently, both for consultants and their clients. It may serve as a catalyst for change in widening the talent pool for top management.

Originality/value

Research on gendered practices in executive search is extremely rare. The study provides new insights into this influential professional practice and its outcomes.

Details

Gender in Management: An International Journal, vol. 28 no. 1
Type: Research Article
ISSN: 1754-2413

Keywords

Content available
Article
Publication date: 19 September 2016

Eddy S. Ng

403

Abstract

Details

Equality, Diversity and Inclusion: An International Journal, vol. 35 no. 7/8
Type: Research Article
ISSN: 2040-7149

Article
Publication date: 20 September 2011

Helene Mayerhofer, Angelika Schmidt, Linley Hartmann and Regine Bendl

The aim of this paper is to explore flexpatriates' perceptions of work life balance (WLB) issues and identify possible adjustments of WLB programs to better meet the needs of…

3877

Abstract

Purpose

The aim of this paper is to explore flexpatriates' perceptions of work life balance (WLB) issues and identify possible adjustments of WLB programs to better meet the needs of flexpatriates. This paper investigates flexpatriates' challenges at the interface of personal and work lives and their perception of standard WLB programs and then proposes organizational adjustments to better meet the needs of flexpatriates.

Design/methodology/approach

This study employed a qualitative research approach and two kinds of empirical data were collected: first, through in‐depth semi‐structured interviews with 40 employees involved in flexpatriate assignments in multinational companies operating in Austria and, second, through a document analysis of the homepages of their employing organizations to gain information about WLB practices.

Findings

Drawing upon the study findings, the authors present a typology of flexpatriates and propose a model that considers both WLB and work life imbalance as a desirable or acceptable option and offers a new theoretical perspective for examining organization and individual dimensions in WLB.

Originality/value

The authors' contribution is a new contextualization of WLB initiatives that incorporates both WLB and work life imbalance as valid perspectives of employees.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 30 no. 7
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 17 August 2015

Dimitria Groutsis and Di van den Broek

The purpose of this paper is to provide an overview of the Gender and Diversity Stream, Standing Working Group (SWG) at the recent European Group of Organisational Studies (EGOS…

306

Abstract

Purpose

The purpose of this paper is to provide an overview of the Gender and Diversity Stream, Standing Working Group (SWG) at the recent European Group of Organisational Studies (EGOS) Colloquium, which was hosted in Rotterdam, the Netherlands. The paper provides an overview of the SWG before turning to the scope of the papers and a brief synopsis of three of the best papers within the context of the stream.

Design/methodology/approach

Approach is report style following submission of a paper and participation in the three-day colloquium.

Findings

Evidently, the Gender and Diversity Stream has secured its position within the EGOS colloquium. The stream provides an environment forum in which to present works where participants engage in critical reviews of participant’s work. The success of this growing stream is found not only in the scholarly and practical importance of the subject terrain but also in the organisation of the stream which is thematically organised to ensure participants were engaged and actively took part in the discussion.

Originality/value

This paper presents insights on the EGOS SWG on “Gender and Diversity” and traces the topic of “critical approaches to organising and managing diversity” which was the SWG’s main theme of the stream at the EGOS Colloquium in Rotterdam 2014.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 34 no. 6
Type: Research Article
ISSN: 2040-7149

Keywords

1 – 10 of 23