Diversity, Difference and Diversity Management: A Contextual and Interview Study of Managers and Ethnic Minority Employees in Finland and France

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dc.contributor Svenska handelshögskolan, Institutionen för företagsledning och organisation, Företagsledning och organisation sv
dc.contributor Hanken School of Economics, Department of Management and Organisation, Management and Organisation en
dc.contributor.author Louvrier, Jonna
dc.date.accessioned 2013-08-27T07:53:59Z
dc.date.available 2013-08-27T07:53:59Z
dc.date.issued 2013-08-27
dc.identifier.isbn 978-952-232-205-0 (PDF), 978-952-232-204-3 (printed)
dc.identifier.issn 2242-699X (PDF), 0424-7256 (printed)
dc.identifier.uri http://hdl.handle.net/10138/40257
dc.description.abstract In many countries diversity management has become an increasingly common way of treating differences between people in the world of work. Companies may sign diversity charters to show their engagement in promoting diversity, design and implement diversity management programmes, and communicate about their diversity initiatives to internal and external stakeholders. But what does diversity in the workplace mean? Who is defined as being different? And what do those defined as being different think about diversity and difference in work? By addressing these questions this book sheds light on the complex meanings of diversity management. The meanings of diversity management have long been developed and discussed in relation to equality and anti-discrimination policy and practice. A key question has been whether diversity management is a better way to enhance equality between organisational members or, on the contrary, is it diluting the results of equality approaches. The scope of this study is broader and shows that meanings of diversity management are constructed by drawing on not only knowledge about equality and anti-discrimination, but also understandings of society, the organisation, the individual, and the nature of differences. The study is informed by poststructuralist theory and based on interview data produced with 23 diversity managers and 52 ethnic minority employees in diversity promoting organisations in Finland and France. The findings contribute to the field of diversity management in several ways. First of all, the results show that there is no unitary meaning of diversity, difference and diversity management, but a number of discourses together forming the complexity and variety of what diversity management can come to mean in a given context and at a given point of time. Secondly, the findings challenge the idea that diversity management initiatives would be based solely on essentialist views of difference. However, the findings also show that even when differences are seen to be socially constructed, the organisation is not seen as participating in the construction of differences and in the production of related inequalities. Thirdly, the findings show that ethnic minority employees rarely draw on their differences as positive resources in work, and that they often are left alone to manage challenging situations related to difference, even in organisations promoting diversity. Lastly, the study highlights the importance of being attentive to national societal context, as discursively constructed, throughout the research process. fi
dc.language.iso en fi
dc.publisher Hanken School of Economics fi
dc.publisher Svenska handelshögskolan fi
dc.relation.ispartofseries Economics and Society – 259 fi
dc.subject diversity fi
dc.subject difference fi
dc.subject diversity management fi
dc.subject ethnic minorities fi
dc.subject discrimination fi
dc.subject discourse fi
dc.subject postructuralism fi
dc.subject Finland fi
dc.subject France fi
dc.subject.other Management and Organisation fi
dc.title Diversity, Difference and Diversity Management: A Contextual and Interview Study of Managers and Ethnic Minority Employees in Finland and France fi
dc.date.accepted 2013-09-07

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