An indisputable “holy trinity”? On the moral value of equality, diversity, and inclusion

2018 ◽  
Vol 37 (5) ◽  
pp. 438-449 ◽  
Author(s):  
Thomas Köllen ◽  
Marja-Liisa Kakkuri-Knuuttila ◽  
Regine Bendl
Keyword(s):  
Equal Opportunity ◽  
Economic Value ◽  
Diversity Management ◽  
Moral Evaluation ◽  
Future Research ◽  
Moral Value ◽  
Moral Legitimacy ◽  
Content Type ◽  
Holy Trinity ◽  
Diversity And Inclusion

PurposeThere 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/approachAfter 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.FindingsThe 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 praiseworthyper se, and that striving for equality morally justifies any initiative toward diversity and inclusion, is untenable.Originality/valueThis 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.

Rationales of gender diversity management policies and practices in India: an exploratory empirical study in the Indian IT/ITeS industry

2020 ◽  
Vol 39 (6) ◽  
pp. 667-688
Author(s):  
Shreyashi Chakraborty ◽  
Leena Chatterjee
Keyword(s):  
Survey Methodology ◽  
Economic Value ◽  
Gender Diversity ◽  
Diversity Management ◽  
Business Case ◽  
Full Time ◽  
Content Type ◽  
Indian Context ◽  
Management Policies ◽  
Policies And Practices

PurposeThe Indian context is marked with weak anti-discrimination laws and patchy implementation of protection of civil rights of women at workplaces. The purpose of this paper is to unearth the rationales of the adoption of gender diversity management policies and practices in India, in the absence of laws and regulations.Design/methodology/approachInspiration is drawn from previous studies on diversity management in other national contexts, and a survey methodology was adopted. The lead researcher administered the questionnaires personally to all respondents to ensure that the understanding of the questions is uniform across respondents as gender diversity management is a relatively new concept in India.FindingsSize of the organisation (number of full-time employees), the influence of external organisations and perceived enhanced organisational flexibility were found to explain the adoption of gender diversity management policies and practices in the Indian IT/ITeS industry. Findings also indicate that Indian subsidiaries of foreign multinationals tend to adopt more gender diversity management policies and practices as compared to Indian-owned organisations.Research implicationsThis study provides evidence that organisations do not always enact structures or behaviours in the pursuit of normative rationality and also consider the economic value of them, establishing an organisational agency in adopting legitimated norms or practices. The study also shows that gender diversity management policies and practices are not only dependent on the enactment of laws but also are adopted because of the economic benefit perceived.Originality/valueDiversity management policies and practices have been mostly studied in national contexts with anti-discrimination laws or affirmative action programs and have been claimed to be a successor of equal employment opportunity (EEO) policies. In the absence of stringent laws to reduce or eliminate discrimination against women employees in Indian workplaces, this study contributes to the literature by determining whether the business case for gender diversity drives the adoption of gender diversity management in the Indian context.

scholarly journals Spatially embedded inequality

2016 ◽  
Vol 45 (4) ◽  
pp. 643-662 ◽  
Author(s):  
Lotte Holck
Keyword(s):  
Single Case ◽  
Diversity Management ◽  
Ethnographic Study ◽  
Future Research ◽  
Workplace Diversity ◽  
Content Type ◽  
Opportunity Structures ◽  
Structure And Agency ◽  
Spatial Approach

Purpose – The purpose of this paper is to apply a spatial approach to organizational inequality to explore why unequal opportunity structures persist in an organization despite its commitment to diversity and employing highly skilled ethnic minority employees. Design/methodology/approach – The (re)production of inequality is explored by linking research on organizational space with HRM diversity management. Data from an ethnographic study undertaken in a Danish municipal center illustrates how a substructure of inequality is spatially upheld alongside a formal diversity policy. Archer’s distinction between structure and agency informs the analysis of how minority agency not only reproduces but also challenges organizational opportunity structures. Findings – The analysis demonstrates how substructures of inequality stabilize in spatial routines enacted in an ethnic zoning of the workplace and ethnification of job categories. However, the same spatial structures allows for a variety of opposition and conciliation strategies among minority employees, even though the latter tend to prevail in a reproduction rather than a transformation of the organizational opportunity structures. Research limitations/implications – The reliance on a single case study restricts the generalizability of the findings but highlights fruitful areas for future research. Practical implications – The study sensitizes HRM practitioners to the situated quality of workplace diversity and to develop a broader scope of HRM practices to address the more subtle, spatially embedded forms of inequality. Originality/value – Theoretical and empirical connections between research on organizational space and HRM diversity management have thus far not been systematically studied. This combination might advance knowledge on the persistence of micro-inequality even in organizations formally committed to diversity.

scholarly journals Identity, diversity and diversity management

2016 ◽  
Vol 35 (1) ◽  
pp. 48-64 ◽  
Author(s):  
Lotte Holck ◽  
Sara Louise Muhr ◽  
Florence Villesèche
Keyword(s):  
Design Methodology ◽  
Management Practices ◽  
Diversity Management ◽  
Future Research ◽  
Policy Makers ◽  
Content Type ◽  
Hr Managers ◽  
The Relationship ◽  
Practical Implications ◽  
Diversity Research

Purpose – The purpose of this paper is to examine the relationship between the identity and diversity literatures and discuss how a better understanding of the theoretical connections between the two informs both diversity research and diversity management practices. Design/methodology/approach – Literature review followed by a discussion of the theoretical and practical consequences of connecting the identity and diversity literatures. Findings – The authors inform future research in three ways. First, by showing how definitions of identity influence diversity theorizing in specific ways. Second, the authors explore how such definitions entail distinct foci regarding how diversity should be analyzed and interventions actioned. Third, the authors discuss how theoretical coherence between definitions of identity and diversity perspectives – as well as knowledge about a perspective’s advantages and limitations – is crucial for successful diversity management research and practice. Research limitations/implications – The authors argue for a better understanding of differences, overlaps and limits of different identity perspectives, and for a stronger engagement with practice. Practical implications – The work can encourage policy makers, diversity and HR managers to question their own practices and assumptions leading to more theoretical informed diversity management practices. Originality/value – The theoretical connections between identity and diversity literature have so far not been reviewed systematically. The work foregrounds how important it is for diversity scholars to consider identity underpinnings of diversity research to help further develop the field within and beyond the three streams the authors discuss.

Diversity in India: addressing caste, disability and gender

2020 ◽  
Vol 39 (6) ◽  
pp. 585-596
Author(s):  
Rana Haq ◽  
Alain Klarsfeld ◽  
Angela Kornau ◽  
Faith Wambura Ngunjiri
Keyword(s):  
Gender Diversity ◽  
Diversity Management ◽  
Special Issue ◽  
Theoretical Frameworks ◽  
Content Type ◽  
Economic Diversity ◽  
Diversity And Inclusion ◽  
And Gender ◽  
Equality And Diversity ◽  
Country Specific

PurposeThe purpose of this paper is to present the diversity and equality perspectives from the national context of India and introduce a special issue about equality, diversity and inclusion (EDI) in India.Design/methodology/approachThis special issue consists of six articles on current EDI issues in India. The first three of the contributions are focused on descriptions of diversity challenges and policies regarding caste and disabilities, while the remaining three papers address gender diversity.FindingsIn addition to providing an overview of this issue's articles, this paper highlights developments and current themes in India's country-specific equality and diversity scholarship. Drawing on the special issue's six papers, the authors show the relevance of Western theories while also pointing to the need for reformulation of others in the context of India.Research limitations/implicationsThe authors conclude with a call to further explore diversity in India and to develop locally relevant, culture-sensitive theoretical frameworks. Religious and economic diversity should receive more attention in future diversity management scholarship in the Indian context.Originality/valueHow does India experience equality and diversity concepts? How are India's approaches similar or different from those experienced in other countries? How do theoretical frameworks originated in the West apply in India? Are new, locally grounded frameworks needed to better capture the developments at play? These questions are addressed by the contributions to this special issue.

Could formalized State Business Relations lead to economic growth? Business participation, government representation and institutions

2018 ◽  
Vol 45 (7) ◽  
pp. 1010-1029 ◽  
Author(s):  
Mohamed Ismail Sabry
Keyword(s):  
Economic Growth ◽  
Information Exchange ◽  
Economic Value ◽  
Policy Formulation ◽  
Economic Outcomes ◽  
Future Research ◽  
Content Type ◽  
Regulatory Quality ◽  
High Government ◽  
Business Relations

Purpose The purpose of this paper is to investigate whether formal State Business Relations (F-SBR) lead to economic growth and which institutional variables are responsible for their success in achieving this. Design/methodology/approach Following a theoretical analysis, several hypotheses are presented, and a number of different regression models are being used to test the hypotheses. Findings The paper finds that F-SBR with high government representation and business participation are likely to increase investment flows as well as help overcome some burdensome institutional settings. This could be done thanks to building trust, enhancing information exchange and better policy formulation. Despite of its suggested trust-building capacity, F-SBR seem to fail to function in cultures where trust in governments is low, since trust is a key issue for cooperation as that expected in F-SBR. On the other hand, collective but also non-hierarchical cultures that foster cooperation seem to help in the success of F-SBR. Accountability to the public and openness to various societal groups as well as good regulatory quality would help F-SBR in leading to better economic outcomes. Practical implications This paper, thus, suggests supporting the establishment of F-SBR with high official representation and business participation because of their positive economic value. It also suggests that voice and accountability and regulatory quality are important institutions for the realization of better economic outcomes from F-SBR. Originality/value The theoretical and empirical approaches used in this paper are what make it a novel endeavor in this field. Much of the suggested hypotheses were hardly discussed thoroughly elsewhere in the literature on F-SBR. Moreover, the proxy used for F-SBR, constructed by the interaction term of government official representation and the level of business representation, made it possible to conduct empirical testing on a global level, something barely done in works on F-SBR experiences worldwide. The obtained results supported some of the arguments uttered in the literature while raising questions on others, opening the field for future research on the matter.

A multidimensional platform ecosystem framework

Kybernetes ◽  
2020 ◽  
Vol 49 (7) ◽  
pp. 2003-2035
Author(s):  
Sergey Yablonsky
Keyword(s):  
Business Models ◽  
Economic Value ◽  
Levels Of Analysis ◽  
Future Research ◽  
Content Type ◽  
Integrative Framework ◽  
Formal Taxonomy ◽  
Platform Ecosystems ◽  
Platforms And Ecosystems ◽  
Different Levels

Purpose Ecosystems that support digital businesses maximize the economic value of network connections. This forces a shift toward platforms and ecosystems that are collaborative by nature by applying business models with multiple actors playing multiple roles. The purpose of this study is to show how the main concepts emerging from research on digital platform ecosystems (DPEs) could be organized in a taxonomy-based framework with different levels or dimensions of analysis. This study discusses some of the contingencies at these different levels and argues that future research needs to study DPEs across multiple levels of analysis. While this integrative framework allows the comparison, contrast and integration of various perspectives at different levels of analysis, further theorizing will be needed to advance the DPE research. The multidimensional framework proposed here involves the use of a multimethodological approach that incorporates a synergy of businesses, technological innovations and management methods to provide support for research in interrelationships across platform ecosystems (PEs) on a regular basis. Design/methodology/approach This paper proposes a new PE framework by constructing a formal taxonomy model that explains a vast group of phenomena produced by the PEs. Findings In addition to illustrating the PE taxonomy framework, this study also proposes a clear and precise description and structuring of the information in the ecosystem domain. The PE framework assists in identification, creation, assessment and disclosure research of platform business ecosystems. Research limitations/implications Because of the large number of taxonomy concepts (over 200), only main taxonomy fragments are shown in the paper. Practical implications The outcomes of this research could be used for planning, oversight and control over ecosystem management and the use of ecosystem’s knowledge-related resources for research purposes. Originality/value The PE framework is original and represents an effective tool for observing PEs.

scholarly journals Bridging diversity management and CSR in online external communication

2019 ◽  
Vol 24 (2) ◽  
pp. 269-286 ◽  
Author(s):  
Carmen Daniela Maier ◽  
Silvia Ravazzani
Keyword(s):  
Discourse Analysis ◽  
Critical Discourse Analysis ◽  
Management Practice ◽  
Diversity Management ◽  
Content Type ◽  
Discursive Strategies ◽  
Fine Grained ◽  
External Communication ◽  
Diversity And Inclusion ◽  
Corporate Commitment

Purpose The purpose of this paper is to address the need to reconsider online external communication that integrates diversity management (DM) and corporate social responsibility (CSR) by examining the multimodal discursive strategies purposefully employed by organizations to reflect the symbiotic relationship between these two areas of management practice and to communicatively emphasize their corporate commitment. Design/methodology/approach Building on the recently emerged stream of literature linking DM and CSR, and adopting a critical perspective on discourse analysis, this study delves into the multimodal discursive strategies that help bridge DM and CSR in online external communication. The analytical approach proposed is used for the qualitative analysis of 43 web pages selected from Microsoft company’s “Global Diversity and Inclusion” website. Findings Findings highlight the discursive efforts made by the organization to strategically integrate DM and CSR communication into one single framework. The analysis reveals how the coordinates of social practices (social actors and social actions) are purposefully and multimodally recontextualized in the corporate discourse when communicating this integration. Originality/value This study extends the focus of critical discourse analysis from exclusively language to the interplay of different semiotic modes, offering a fine-grained exploration of the multimodal meaning construction performed by organizations in the context of online external communication.

Workforce diversity: from a literature review to future research agenda

2020 ◽  
Vol 12 (4) ◽  
pp. 577-603
Author(s):  
Shatrughan Yadav ◽  
Usha Lenka
Keyword(s):  
Research Agenda ◽  
Design Methodology ◽  
Theoretical Perspective ◽  
Diversity Management ◽  
Workforce Diversity ◽  
Future Research ◽  
Comprehensive Review ◽  
Content Type ◽  
Future Research Agenda ◽  
Different Dimensions

Purpose Workforce diversity is widely believed to enhance the knowledge and perspectives of organizations. The purpose of this study is to synthesize the existing diverse literature on workforce diversity and to enlighten the avenues for future research in managing workforce diversity. Design/methodology/approach This study performs a comprehensive review of empirical and conceptual studies published on workforce diversity and its outcomes in the top 13 peer-reviewed leading management journals between 1990 and 2019. Findings The assessment of diversity literature reported mixed and inconsistent results that are the critical challenges of diversity management. Furthermore, most studies have not individually identified the problems of diversity dimensions. To understand the problems, this study has divided the different dimensions of diversity (e.g. age, gender, race, education, functional background and tenure) and their results, supported by various theories. The findings of this study suggested a different reason for existing conflicts and proposed a future research agenda. Originality/value To overcome the challenges of diversity, this study has proposed the future research agenda for future research. to take optimum advantage of workforce diversity, this study contributes a theoretical perspective that enhances the understanding of existing diversity in organizations and develops diverse organizations.

scholarly journals Intangible-driven value creation: supporting and obstructing factors

2014 ◽  
Vol 18 (3) ◽  
pp. 87-100 ◽  
Author(s):  
Elena Shakina ◽  
Mariya Molodchik
Keyword(s):  
Value Creation ◽  
Investment Decision ◽  
Economic Value ◽  
Value Added ◽  
Market Value ◽  
Intangible Capital ◽  
Future Research ◽  
Unexpected Result ◽  
Content Type ◽  
The Impact

Purpose – This study aims to investigate the factors that support or obstruct market value creation through intangible capital. Design/methodology/approach – The paper explores the impact of intangibles and exogenous shocks on corporate attractiveness for investors measured by market value added. Specifically, the relationship between intangible-driven outperformance of companies, measured by economic value added (EVA) and a number of intangible drivers on macro-, meso- and micro-levels is analyzed. It is supposed that the process of value creation is not only confined to companies’ performances. The empirical research was conducted on > 900 public companies from Europe and the USA during the period of 2005-2009. Findings – The study establishes that investment attractiveness is affected by intangibles. It is found that a company’s experience, size and innovative focus facilitate value creation. An unexpected result was revealed concerning countries’ education level, which appears to be an obstructive condition for intangible-driven value creation. Research limitations/implications – The study reveals the significance of industry belonging for intangible-driven value creation. Nevertheless, it does not discover the particular characteristics of industry that influence corporate attractiveness for investors. These issues could be addressed in future research. Practical implications – The findings established in this study extend the understanding of the phenomenon of intangible capital and enable the improvement of investment decision-making. Originality/value – The study emphasizes the holistic framework of market value creation by analyzing a number of strategic crucial factors in line with EVA.

Lament of the ignored expatriate

2008 ◽  
Vol 27 (4) ◽  
pp. 372-391 ◽  
Author(s):  
Kate Hutchings ◽  
Erica French ◽  
Tim Hatcher
Keyword(s):  
Social Support ◽  
Multinational Corporations ◽  
Diversity Management ◽  
Equal Treatment ◽  
Future Research ◽  
International Studies ◽  
International Assignments ◽  
Content Type ◽  
Perceived Organisational Support ◽  
The Individual

PurposeThe purpose of this paper is to investigate the relationship between gender and the individual and social aspects of expatriate work, emphasising how issues external to the organisation impact on the experience of female expatriates.Design/methodology/approachIn total, 102 male respondents and 44 female respondents were surveyed in order to test the perceived organisational support, career satisfaction, and expatriate social support.FindingsSignificant gender‐related differences were identified in all three areas with notable contradiction in the perception and practice of how multinational corporations (MNCs) manage their expatriates. While earlier research suggested that organisations perceived their treatment of female expatriates to be equivalent to that of men, the results indicate that female international managers do not perceive equal treatment on international assignments.Research limitations/implicationsAlthough based on a smaller sample than other international studies, the gender breakdown was sufficient for moderated regression testing.Practical implicationsAs the expatriate social support construct is largely exploratory in nature, future research could examine the effect of perceived expatriate social support on other related workplace behaviours, both domestically and internationally, including work‐life balance and diversity management.Originality/valueWhile other studies have provided a rich descriptive picture of the gendered nature of expatriation, little research has attempted to quantify the reasons behind the phenomenon. This paper addresses this gap in the literature through exploration of the issues, which impact upon the experience of female expatriates in foreign MNCs in China.

Sign in / Sign up

Export Citation Format

Share Document