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Article
Publication date: 1 January 2010

Jawad Syed and Robin Kramar

This paper seeks to assess the Australian approach to managing a culturally diverse workforce by examining the outcomes of this approach.

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Abstract

Purpose

This paper seeks to assess the Australian approach to managing a culturally diverse workforce by examining the outcomes of this approach.

Design/methodology/approach

The paper applies Syed and Özbilgin's relational, multilevel framework for managing diversity to study policies at three interrelated levels. At the macro‐national level, the paper examines legal and public policy initiatives for managing cultural diversity. At the meso‐organisational level, the paper discusses a variety of workplace diversity management approaches. This discussion encompasses the legal requirements for organisations to remove discrimination, and to create an equal employment opportunity workplace. A voluntary management approach known as “diversity management” is also outlined. At the micro‐individual level, the paper examines unique employment‐related issues faced by ethnic minority workers because of their ethnic, linguistic and religious identities. The multilevel perspectives are synthesised in a model labelled “the Australian model for managing cultural diversity”.

Findings

The legal framework in Australia places only limited obligations on organisations to manage cultural diversity. As a consequence, while a range of organisational responses have proliferated, an integrated approach towards managing culturally diverse workers is absent. The paper argues that, unless cultural diversity is tackled at multiple levels and in a more integrated way, any attempt to either understand or manage such diversity may prove unrealistic.

Originality/value

The paper offers helpful advice to decision makers at the macro‐national and meso‐organisational policy levels vis‐à‐vis developing a realistic understanding of managing diversity through a multilevel framework.

Details

Personnel Review, vol. 39 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 23 November 2017

Eva Zikou, Nikos Varsakelis and Aikaterini K. Sarri

The decision to engage in entrepreneurial activities is grounded in personal characteristics (motivation) and external environmental factors. One of the main external factors…

Abstract

Purpose

The decision to engage in entrepreneurial activities is grounded in personal characteristics (motivation) and external environmental factors. One of the main external factors might be the structure of the regional economic activity. Does a high share of the public sector affect positively regional entrepreneurship or vice versa? Does the diversity in regional economic activity is conducive for entrepreneurial development or the regional comparative advantage as expressed by spatial economies of scale offering more entrepreneurial opportunities? Even though economic analysis has extensively examined the impact of the public sector size on the overall national economic activity (the crowding out effect), this impact has not been into scrutiny at regional level on microeconomic issues, such as the decision to engage in entrepreneurial activities. The authors further investigate the relation between diversity and entrepreneurship at regional level. The paper aims to discuss these issues.

Design/methodology/approach

This paper uses data for 264 NUTS II EU regions. The time span of the data set is 1999-2008. The paper applies panel data analysis to explain the cross-time cross-section variation of the dependent variable: the self-employment share in total employment at regional level. In order to measure the existence of crowding out from public sector to regional entrepreneurship, the authors use the share of regional public sector gross value added over total regional gross value added. The diversity of the regional economic activity is measured by the Herfindahl-Hirschman Concentration Index across sectors.

Findings

The findings of the paper show that there is a negative correlation between public sector share and regional entrepreneurship. Hence, as at national level, the increase in the role of the public sector in the regional economic system crowds out regional entrepreneurship. The second finding indicates that the impact of the diversity of the regional economic activity on regional entrepreneurship is inconclusive.

Originality/value

The originality of this paper is due to the fact that the role of the public sector on regional economic phenomena, such as entrepreneurship, is examined for the first time. Also, the investigation of the relationship between diversity (vs localization economies) and entrepreneurship is performed using data for the full sample of regions of the European Union. The findings of the paper have significant policy implications since they provide useful inputs for the design of the regional development policy. The reduction of the public sector at regional level may contribute in entrepreneurial development and finally in regional economic growth and prosperity. Besides, the regional industrial policy should focus on the exploitation of the spatially constraint economies of scope in the framework of the Triple Helix model.

Details

International Journal of Entrepreneurial Behavior & Research, vol. 24 no. 4
Type: Research Article
ISSN: 1355-2554

Keywords

Article
Publication date: 28 March 2008

Mark Winston

The purpose of this paper is to address the profession's focus on diversity, including the original research, and analyze the research beyond the profession to understand better…

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Abstract

Purpose

The purpose of this paper is to address the profession's focus on diversity, including the original research, and analyze the research beyond the profession to understand better the bases for the limited progress in fulfilling diversity goals. The paper focuses on the fact that diversity has been equated with race and the potential implications of that relationship.

Design/methodology/approach

An overview and analysis of diversity research, including factors associated with the success of diversity programs, is presented, focusing on research regarding the relationship between diversity and race. The article also considers how perceptions of race and racism have been manifested across sectors and in various countries. Based upon the fact that diversity and race have been equated, the discussion focuses on the extent to which this relationship is connected to the limited progress associated with diversity goals.

Findings

Research related to race, diversity, and affirmative action indicate both the complexity of the concepts among scientists, social scientists, and members of the general public, as well as the biases reflected in the viewpoints, often manifested in public policy. The research among communication scholars also indicates a predisposition to avoiding communication about difficult topics, such as race and racism, reflective in the use of more benign terminology, such as diversity.

Practical implications

While diversity research continues to be necessary in the profession, going beyond that which documents the levels of under‐representation, there is also the need for further consideration of the applicability of research beyond the LIS profession. In this regard, the understanding of research related to diversity, race, and affirmative action, and the relationship among the three provides the basis for further research in LIS and a more informed approach in addressing diversity issues in the profession.

Originality/value

The primary focus of the discussion of the paper is that of the nature of diversity, race and racism, as defined in the context of the USA. However, research related to race, racial classifications and hierarchies, and diversity in other parts of North America, Australia, Europe, and Africa are considered to a limited extent as well.

Details

New Library World, vol. 109 no. 3/4
Type: Research Article
ISSN: 0307-4803

Keywords

Article
Publication date: 18 April 2017

Olusoji George, Kolawole M. Yusuff and Nelarine Cornelius

Taking a clue from the aftermaths of colonisation and the need to manage an “unholy marriage” created by the British colonial masters, the purpose of this paper is to examine the…

Abstract

Purpose

Taking a clue from the aftermaths of colonisation and the need to manage an “unholy marriage” created by the British colonial masters, the purpose of this paper is to examine the peculiar challenges of managing Nigeria’s unique diversity in the public sector through the critical lens of the Federal Character Principle (FCP) with specific focus on how this invented model of diversity management ended up creating more serious problems than it was meant to solve in the Nigerian public administration.

Design/methodology/approach

The paper is essentially a review, and it relies on previous studies and real-world evidence on the subject. The paper systematically traces the evolution of diversity management in Nigerian public administration through the critical lens of the FCP with specific focus on how problematic it is to management Nigeria’s unique diversity with more serious problems being created by the FCP application in the public sector.

Findings

The paper reveals that the constitutional provisions of the “Federal Character Principle” ended up in creating more problems than it set out to solve, reflecting in the “melting pot” allegory. It reveals how problematic it is to manage the country’s diversity, and highlights some of the problems created by the FCP. The review makes a case for an urgent need to intensify empirical research on the subject in order to fashion out a better way of managing Nigeria’s diversity in the public sector.

Research limitations/implications

One major limitation of this paper is rooted in lack of empirical research such as survey to further explore the topic. Few real life examples and cases provided are considered insufficient to justify some of the assertions. Thus, a call for more systematic and empirical research is made.

Practical implications

The implication of the finding is that the model for managing workforce diversity especially in the Nigerian public sector (not limited to the public administration) must be “Nigerianised” such that the unique socio-cultural realities of the Nigeria’s society as well as benefits accrued to diversity can be fully explored in driving the growth of the country and survival of the “unity-in-diversity” goal.

Originality/value

The paper will benefit the government, all stakeholders, and the Nigerian society at large. It offers some useful insights into public administration. It stimulates an interest to conduct further research on diversity management with a view to producing some useful findings that could lead to a better management of diversity in the country.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 36 no. 3
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 1 November 2007

Oliver Schmidtke

This article starts from the theoretical assumption that successful multicultural integration of immigrants and ethnic minorities is critically dependent on providing them with…

Abstract

This article starts from the theoretical assumption that successful multicultural integration of immigrants and ethnic minorities is critically dependent on providing them with opportunities to engage in public debate and in policy‐making. Empowering cultural groups is important in particular to the traditionally vulnerable individuals in these groups, such as women. The argument is applied to Canada, a country whose turn to multicultural policies and an accompanying ethos of appreciating cultural diversity have created new opportunities for immigrant and minority groups to advocate for a pluri‐cultural opening of the health care system. These opportunities can be found in state‐monitored forms of community outreach and partial inclusion in the policy process, as well as in grassroots initiatives from immigrant or minority associations or professional networks. Promoting cultural diversity in the Canadian health care sector and empowering minorities in the system are depicted as challenging and, in spite of considerable progress over the last decade, successful primarily with respect to some exemplary practices and initiatives. Examples are drawn from the complex political fight of women with an immigrant or minority background for inclusion, diversity and social justice in the health care system.

Details

International Journal of Migration, Health and Social Care, vol. 3 no. 3
Type: Research Article
ISSN: 1747-9894

Keywords

Abstract

Details

International Journal of Sociology and Social Policy, vol. 12 no. 4/5/6/7
Type: Research Article
ISSN: 0144-333X

Article
Publication date: 1 April 2003

Georgios I. Zekos

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some…

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Abstract

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

Details

Managerial Law, vol. 45 no. 1/2
Type: Research Article
ISSN: 0309-0558

Keywords

Content available
Book part
Publication date: 28 August 2019

Abstract

Details

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

Book part
Publication date: 18 October 2017

Lucy Taksa and Dimitria Groutsis

Most publications on the management of diversity in Western countries pay homage to history by referring back to the way regulatory frameworks developed to promote equal treatment…

Abstract

Most publications on the management of diversity in Western countries pay homage to history by referring back to the way regulatory frameworks developed to promote equal treatment and to oppose discrimination. In work on English speaking countries, particular attention has been given to the struggles waged in the USA for civil rights and for gender equality in the 1960s and their impact on the emergence of equal employment opportunity and affirmative action laws and policies. Generally, these developments are depicted as the antecedents to the emergence of diversity management in the USA. This genealogical orientation is usually designed to establish historical foundations. However, as we see it, this approach to history has promoted an impression of linear evolution. Our general aim in this chapter is to show how an historical perspective can help uncover continuities in regard to equal employment opportunity, affirmative action and diversity management policies and strategies in Australia, particularly in relation to the management of cultural diversity in Australian workplaces. Rather than seeing development in linear terms, our aim is to highlight connections and the implications of such connections. Accordingly, this chapter relates each of these policies/strategies to analogous political and legal developments that emerged concurrently, in particular such initiatives as multiculturalism, anti-discrimination laws and what became known in Australia as ‘productive diversitypolicies.

Book part
Publication date: 9 November 2023

Anna Wawryszuk-Misztal and Tomasz Sosnowski

Poland generally has a homogeneous society, conservative towards changes and diversity. The corporate culture in Polish companies reflects this mindset, leading to a lack of…

Abstract

Research Background

Poland generally has a homogeneous society, conservative towards changes and diversity. The corporate culture in Polish companies reflects this mindset, leading to a lack of inclusion on the corporate board. Additionally, many companies may not fully understand the benefits of an inclusive workplace and legal requirements for gender diversity.

The Purpose of the Chapter

The main objective of the study is to provide a better understanding of the attitude of Polish companies towards diversity policies and reveal differences in actual and expected levels of gender diversity in corporate boards. Thus, we examine compliance with the gender diversity guidelines in the corporate governance code.

Methodology

Using a sample of 367 Polish companies listed on the Warsaw Stock Exchange, we study the composition of the management and supervisory boards to check if they meet the expected gender diversity criteria. We also look at companies' explanations for non-compliance with the main principles regarding diversity policy.

Findings

We find that the current composition of corporate boards of stock companies in Poland is male-dominated. Women represent only 12.72% and 17.12% of the management board and supervisory board members, respectively, and 68.94% (42.23%) of companies have no women on their management (supervisory) board. Moreover, only a small percentage of companies comply with the principles related to gender diversity. Qualifications, experience and education are pointed out as the most important criteria for decision-making on board appointments, with only 2% of companies applying gender as an additional criterion. The study suggests that larger companies are more likely to implement diversity policies.

21 – 30 of over 51000