By George Gotsis, Zoe Kortezi
This ebook seriously examines present office range administration practices and explores a nuanced framework for venture, helping, and enforcing regulations that both prefer every body. It provides severe views that not just bring up admire for transformations but additionally offer insights into the character and dynamics of transformations in view of an inclusive and really participative organizational environment.
The e-book first offers a short assessment of the connotations linked to office range and its potent administration. subsequent, it makes a speciality of the organizational appropriation of variations in the course of the formation and mediation of varied range discourses. It demonstrates the actual articulations of those discourses with inequality and oppressive constructions that perpetuate structural drawback as a result of present strength disparity among dominant and unprivileged crew individuals. The ebook then is going directly to underscore the necessity of making relational and context-sensitive range administration frameworks.
Overall, the ebook outlines that present company circumstances for range concentration completely on instrumental ambitions and tangible results and, for this reason, fail to totally trap the complexity in addition to the particularity of the range phenomenon. The ebook underlines the need for a extra inclusive paradigm, implying a innovative problem-shift within the dominant variety examine time table from a market-driven business-oriented range administration to 1 hugely valuing, declaring, and respecting otherness.
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Additional resources for Critical Studies in Diversity Management Literature: A Review and Synthesis
This sharp dichotomy continues to permeate various critical discourses on diversity. 1 The Content of Dominant Discourses I 25 of diversity by demonstrating the importance of social constructedness of various workforce demographic characteristics, and second, they are effective in properly deconstructing diversity rhetoric as a set of empowering discourses on the added value of diverse individual capacities, skills and competencies. Drawing on contemporary developments in the organizational, life and natural sciences and philosophy, Litvin (1997) has demonstrated the essentialist underpinnings of current mainstream diversity discourses centred on salient demographic characteristics underlying fixed and logically consistent social identities: such an approach hardly facilitates taking into account the societal context in which specific diversity categories emerge, evolve and become meaningful.
2013) endorse this view in claiming that diversity training should be an integral part of a moral imperative according to which bottom-line justifications have to be enriched with social justice arguments. In so doing, employees are expected to recognize the ethicality of diversity-related decisions, increasing their motivation to engage in inclusive behaviours. Not unexpectedly, discourses centred on the business case for diversity plausibly assume an intrinsically a-political and a-social function, as they appear devoid of ethical connotations.
Accordingly, diversity discourses reflect a kind of organizational regulation in view of aligning employees’ personal identities with an archetype of an ideal self pertinent to the attainment of predetermined objectives. Such an approach to diversity based on the primacy of fixed individual differences, hardly facilitates the endeavour to eradicate discrimination against specific identity groups. In this respect, and grounded on an essentialist interpretation of identities, diversity is primarily viewed as consisting in individualized attributes that help to classify people in seemingly objective group categories, thus obscuring status and power differences.