Relevant bibliographies by topics / Diversity management. Discrimination

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Diversity management. Discrimination'

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Published: 9 March 2023
Last updated: 10 March 2023

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Journal articles on the topic "Diversity management. Discrimination"

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Madera, Juan M. "What’s in It for Me? Perspective Taking as an Intervention for Improving Attitudes Toward Diversity Management." Cornell Hospitality Quarterly 59, no. 2 (September 6, 2017): 100–111. http://dx.doi.org/10.1177/1938965517730319.

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Hospitality organizations are increasingly investing in diversity management to address the reality of a diverse hospitality workforce. The effectiveness of diversity management highly depends on employee supportive attitudes; however, extant research shows that not all employees have positive attitudes toward diversity management. Using experimental methods, the current study examines situational perspective taking of discrimination—imagining being the target of workplace discrimination—as an intervention to influence the perceived utility and importance of diversity management using frontline hotel managers (Study 1) and hospitality students seeking careers in hospitality (Study 2) with two different methods of collecting data. Both studies showed that situational perspective taking of discrimination increases the perceived utility and importance of diversity management. Mediation analyses showed that it is through inducing negative affect that situational perspective taking leads to more positive attitudes toward diversity management. The results provide insight for hospitality organizations that use corporate websites and other recruitment activities to promote support for diversity management. Specifically, organizations should prime egocentric biases by emphasizing that diversity management protects all employees, regardless of different demographic characteristics, from workplace discrimination.
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Mehng, Si Ahn, Sang Hyeon Sung, and Lisa M. Leslie. "Does diversity management matter in a traditionally homogeneous culture?" Equality, Diversity and Inclusion: An International Journal 38, no. 7 (September 16, 2019): 743–62. http://dx.doi.org/10.1108/edi-10-2017-0227.

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Purpose The purpose of this paper is to investigate diversity management in an under-researched country by merging theoretical insights developed in the Western literature with cultural aspects of a traditionally homogeneous country, South Korea. Design/methodology/approach This study integrates theory and research on why diversity can have either a positive (i.e. the information/decision-making paradigm) or a negative (i.e. the social categorization paradigm) effect on performance with different diversity perspectives (i.e. integration-and-learning, access-and-legitimacy, and discrimination-and-fairness). This study develops a model of when and how gender diversity affects organization performance and test the model with a sample of 177 South Korean organizations. Findings This study finds that gender diversity is negatively related to organization performance in South Korea. This study also finds that the effect of gender diversity is contingent on organizational diversity perspectives. Organizations with high gender diversity perform better to the extent that they have a discrimination-fairness perspective, but not a business-oriented perspective. On the other hand, a discrimination-fairness perspective is unrelated to performance for organizations that are low in gender diversity. Originality/value Although gender diversity in the South Korean workplace continues to increase, the relationship between gender diversity and organization performance has rarely been studied in the aspect of Korea’s traditionally homogeneous culture. This study highlights the importance of cultural-contingencies in understanding the consequences of diversity.
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James, Erika Hayes, and Lynn Perry Wooten. "Diversity Crises: How Firms Manage Discrimination Lawsuits." Academy of Management Journal 49, no. 6 (December 2006): 1103–18. http://dx.doi.org/10.5465/amj.2006.23478091.

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Özdemir, Feriha. "Managing Diversity and Capabilities." European Journal of Interdisciplinary Studies 3, no. 1 (January 21, 2017): 62. http://dx.doi.org/10.26417/ejis.v3i1.62-70.

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As a powerful driver, small and medium enterprises (SME) has a huge contribution to the German economy. The shortage of skilled workers underlines an emerging and resilient German economy. However, the future prospects of SME depend on creative employees as key actors. Nevertheless, demographic change is perceptible so that the labour integration of resident immigrants becomes more important. But several studies investigated inequalities especially discrimination in the labour market intensifying brain drain. Social discrimination has great impact on the capabilities of people, particularly in labour. Disadvantages are exposed to a lack of opportunities with the result of a capability gap. Diversity management offers competitive advantages but is mostly a management tool of bigger enterprise performances. This paper will present a process of enabling and empowering management process of capabilities. It is presented by the example of the solution cycle which will be called a participatory process design contributing to the lack in the classic management of diversity.
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Özdemir, Feriha. "Managing Diversity and Capabilities." European Journal of Interdisciplinary Studies 3, no. 1 (January 21, 2017): 62. http://dx.doi.org/10.26417/ejis.v3i1.p62-70.

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As a powerful driver, small and medium enterprises (SME) has a huge contribution to the German economy. The shortage of skilled workers underlines an emerging and resilient German economy. However, the future prospects of SME depend on creative employees as key actors. Nevertheless, demographic change is perceptible so that the labour integration of resident immigrants becomes more important. But several studies investigated inequalities especially discrimination in the labour market intensifying brain drain. Social discrimination has great impact on the capabilities of people, particularly in labour. Disadvantages are exposed to a lack of opportunities with the result of a capability gap. Diversity management offers competitive advantages but is mostly a management tool of bigger enterprise performances. This paper will present a process of enabling and empowering management process of capabilities. It is presented by the example of the solution cycle which will be called a participatory process design contributing to the lack in the classic management of diversity.
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Özdemir, Feriha. "Managing Diversity and Capabilities." European Journal of Interdisciplinary Studies 7, no. 1 (January 21, 2017): 62. http://dx.doi.org/10.26417/ejis.v7i1.p62-70.

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As a powerful driver, small and medium enterprises (SME) has a huge contribution to the German economy. The shortage of skilled workers underlines an emerging and resilient German economy. However, the future prospects of SME depend on creative employees as key actors. Nevertheless, demographic change is perceptible so that the labour integration of resident immigrants becomes more important. But several studies investigated inequalities especially discrimination in the labour market intensifying brain drain. Social discrimination has great impact on the capabilities of people, particularly in labour. Disadvantages are exposed to a lack of opportunities with the result of a capability gap. Diversity management offers competitive advantages but is mostly a management tool of bigger enterprise performances. This paper will present a process of enabling and empowering management process of capabilities. It is presented by the example of the solution cycle which will be called a participatory process design contributing to the lack in the classic management of diversity.
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Sukalova, Viera, and Pavel Ceniga. "Diversity Management in Sustainable Human Resources Management." SHS Web of Conferences 74 (2020): 01033. http://dx.doi.org/10.1051/shsconf/20207401033.

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Today, globalization is becoming more and more widespread and important in almost all areas in the social, economic and political spheres. In most cases, it is globalization that brings diversity to everyday life. This diversity is gradually penetrating into other spheres, which is why business managers are increasingly confronted with a diverse workforce; employees of different origins, race, gender, or age. The policy of diversity management contributes to the strengthening of social responsibility of the company and is also an element of the competitiveness. Our research was aimed to enhance understanding of diversity management importance in nowadays organization, to explain various aspects of management diversity, it´s legislative framework. Another objective was to examine perception of the issue of management diversity by the middle managers of various organisations in Slovakia. To achieve these goals we used methods of literature review, desk review; primary data were collected by questionnaire and interview. Finding show the relation between demographic development and diversity management in companies; in examining the perception of the issue of diversity management, we found the understanding of diversity management as synonymous with anti-discrimination measures. Our research led also to recommendations for implementation of management diversity for human resource management sustainability.
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Chung, Yunhyung, Stanley M. Gully, and Kathi J. Lovelace. "Predicting Readiness for Diversity Training." Journal of Personnel Psychology 16, no. 1 (January 2017): 25–35. http://dx.doi.org/10.1027/1866-5888/a000170.

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Abstract. Using data collected from 160 employed professionals in the US, we performed multivariate and univariate multiple regression analyses to examine the joint effect of perceived ethnic discrimination and ethnic dyadic dissimilarity on trainee readiness for diversity training (pre-training motivation to learn, self-efficacy, intention to use, and perceived utility). A significant interaction effect showed that individuals displayed stronger pre-training motivation to learn, intention to use, and perceived utility when they perceived discrimination based on ethnic background and when they were ethnically dissimilar to their supervisor. However, perceived ethnic discrimination was not associated with these three readiness variables when subordinate-supervisor ethnic backgrounds were the same. Implications for theory and practice are discussed.
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Machado, Carolina Feliciana, and Ana Luísa Costa. "Diversity Management: Homosexuality and the Labor Market." Administrative Sciences 12, no. 4 (October 10, 2022): 134. http://dx.doi.org/10.3390/admsci12040134.

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The main aim of this article is the study of the relationship between homosexuality and the labor market. Studies on minorities have gained a lot of emphasis; however, about sexual minorities, these are still not very expressive, especially regarding the labor context. Although sexual orientation is not professionally related, homosexual workers still suffer discrimination, the impact of which is reflected in their health, wages, and job opportunities. Thus, workers may decide to limit the disclosure of their sexual orientation at work or to assume it, decisions that vary according to their working environments. Inclusive organizational environments and policies are relevant tools that organizations need to adopt, to create safety and happiness at work. To achieve the study aims, an ethnographic approach was taken. An interview guide was elaborated and interviews conducted with homosexual workers to analyze their realities and professional experiences. The results allow us to conclude that homosexuality not only negatively influences the hiring of workers, who see their access to the labor market restricted, but also influences the daily lives of many of them, affecting their physical and mental wellbeing. Identity management differs according to the found working context. Most of the non-assumed workers are doing so as a form of protection, and those who are assumed do so due to the good environment that surrounds them as well as the friendly relationships created. Although it is a reality still far from desirable, the existence of policies to protect against discrimination and awareness of equal treatment are measures that stand out, manifesting themselves in more genuine labor relations and greater organizational satisfaction and commitment.
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Sargeant, Malcolm. "For Diversity, Against Discrimination: the Contradictory Approach to Age Discrimination in Employment." International Journal of Comparative Labour Law and Industrial Relations 21, Issue 4 (December 1, 2005): 629–44. http://dx.doi.org/10.54648/ijcl2005029.

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Abstract: This article argues that there is a contradiction contained within the Framework Directive on Equal Treatment in Employment and Occupation and the UK Government?s proposals for implementing it. There is a distinction between the business justification for encouraging diversity in the workforce and the human rights justification for ending age discrimination. The first approach weakens the latter by legitimising continued discrimination on the basis of age. This is especially important because there is a close relationship between age discrimination and discrimination on the grounds of sex, race and disability.
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Dissertations / Theses on the topic "Diversity management. Discrimination"

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Sakalová, Silvia. "Diverzity management - postoje vysokoškolských študentov." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-205771.

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This thesis deals with diversity and diversity management. The aim of this work is to analyze how are young people affected by supporting diversity and implementation of diversity management by the company and see what awareness students have of diversity and diversity management, what attitude have young people towards diversity in the workplace and opinions of young people on discrimination in the workplace. Quantitative research was chosen as analysis method. The students of economics were selected as target group. Research has shown that students have a very good knowledge of diversity. Awareness of diversity management among students and graduates is relatively high but only few of them have met with this concept in practice. Most of students think that diversity management has a positive effect on the performance of the company and they consider increasing creativity and innovation of employees as the biggest advantage of this concept. When choosing a job offer companies which promote diversity of employees are considered more attractive.
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Heitzmann, Daniela, and Uta Klein. "Diversity." Universitätsbibliothek Leipzig, 2017. http://nbn-resolving.de/urn:nbn:de:bsz:15-qucosa-220226.

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Unter Diversity (dt.: Vielfalt) wird die Heterogenität und Diversifizierung sozialer Lebenslagen und sozialer Zugehörigkeiten verstanden, die in Folge von unter anderem Migrationsbewegungen, veränderten Geschlechterbeziehungen und der Pluralisierung von Familienformen in westlichen Gesellschaften zunehmen bzw. stärker thematisiert werden als zuvor. Dabei ist eine Lesart vorherrschend, die Diversity als gesellschaftliche und besonders als ökonomische Ressource, als Potenzial, betrachtet.
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French, Erica. "Strategic equity management in the Australian private sector." Thesis, Queensland University of Technology, 2003. https://eprints.qut.edu.au/15887/1/Erica_French_Thesis.pdf.

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Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organisation remains a dilemma for management both in policy and practice. Research continues to show that the employment status and representation of women is significantly less in relation to those of men. Conflicting arguments on the causes of disparity and competing ideals on the value and means for addressing the disparity have resulted in a number of different opinions on the implementation and practice of equity management. This dissertation contributes to the current knowledge of equity management, exploring contemporary equity management strategies, identifying the approaches of its implementation and analysing these against the outcomes for the status of women's employment. The equity management practices of more that 1900 Australian Private Sector organisations are explored in order to identify the common themes of equity management. Factor Analysis and Confirmatory Factory Analysis are used to analyse the data. A model of strategic equity management practice was developed that identifies different structures, strategies and distribution principles designed to address the disparity between men and women. A major aim of this thesis was to explore the ability of a typological theory of equity management approaches to account for the differences in the status of women's employment. The thesis proposes a typology of equity management approaches that explain the implementation of equity management strategies based on structure and process. Four ideal-typical equity management approaches to achieving workplace parity are identified and explored. The traditional (non-compliance), anti-discrimination, affirmative action and gender diversity approaches proposed inform the a priori Cluster Analysis process that grouped Australian organisations based on their use of the approaches to equity management. Significant numbers of Australian organisations were identified utilising each of the identified approaches to equity management. It was further proposed that the different equity management approaches would be predictors of different outcomes for the employment status of women. MANCOVA was used to analyse the equity management approaches (as the independent variables) and the data on the status of women's employment (as the dependent variables). The findings indicate that the different approaches to equity management are predictors of different outcomes for the employment status of women. Results show that the traditional approach to equity management, which includes the use of none of the equity management strategies identified, is not a predictor of increases in any of the employment measures of women. The anti-discrimination approach, which includes the use of a limited number of equity management strategies identified, is a predictor of increases in some of the employment measures of women. The affirmative action approach to equity management, which includes the use of a number of proactive equity management strategies identified, is a predictor of increases in the employment status of women across a number of measures. The gender diversity approach to equity management, which includes the use of all the equity management strategies identified, is a limited predictor of increases in the employment status of women across some of the measures of employment. Managing the equity process within organisations is increasingly identified as an important tool in managing human resources in competitive, global environments that require productive workers and quality outputs. If equity management is to provide an effective means of addressing disparity between men and women in organisations, this thesis argues for the development of a strategic process to address the specific issues of disparity and the particular needs of the individual and the explicit goals of the organisation in equal opportunity.
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French, Erica. "Strategic Equity Management in the Australian Private Sector." Queensland University of Technology, 2003. http://eprints.qut.edu.au/15887/.

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Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organisation remains a dilemma for management both in policy and practice. Research continues to show that the employment status and representation of women is significantly less in relation to those of men. Conflicting arguments on the causes of disparity and competing ideals on the value and means for addressing the disparity have resulted in a number of different opinions on the implementation and practice of equity management. This dissertation contributes to the current knowledge of equity management, exploring contemporary equity management strategies, identifying the approaches of its implementation and analysing these against the outcomes for the status of women's employment. The equity management practices of more that 1900 Australian Private Sector organisations are explored in order to identify the common themes of equity management. Factor Analysis and Confirmatory Factory Analysis are used to analyse the data. A model of strategic equity management practice was developed that identifies different structures, strategies and distribution principles designed to address the disparity between men and women. A major aim of this thesis was to explore the ability of a typological theory of equity management approaches to account for the differences in the status of women's employment. The thesis proposes a typology of equity management approaches that explain the implementation of equity management strategies based on structure and process. Four ideal-typical equity management approaches to achieving workplace parity are identified and explored. The traditional (non-compliance), anti-discrimination, affirmative action and gender diversity approaches proposed inform the a priori Cluster Analysis process that grouped Australian organisations based on their use of the approaches to equity management. Significant numbers of Australian organisations were identified utilising each of the identified approaches to equity management. It was further proposed that the different equity management approaches would be predictors of different outcomes for the employment status of women. MANCOVA was used to analyse the equity management approaches (as the independent variables) and the data on the status of women's employment (as the dependent variables). The findings indicate that the different approaches to equity management are predictors of different outcomes for the employment status of women. Results show that the traditional approach to equity management, which includes the use of none of the equity management strategies identified, is not a predictor of increases in any of the employment measures of women. The anti-discrimination approach, which includes the use of a limited number of equity management strategies identified, is a predictor of increases in some of the employment measures of women. The affirmative action approach to equity management, which includes the use of a number of proactive equity management strategies identified, is a predictor of increases in the employment status of women across a number of measures. The gender diversity approach to equity management, which includes the use of all the equity management strategies identified, is a limited predictor of increases in the employment status of women across some of the measures of employment. Managing the equity process within organisations is increasingly identified as an important tool in managing human resources in competitive, global environments that require productive workers and quality outputs. If equity management is to provide an effective means of addressing disparity between men and women in organisations, this thesis argues for the development of a strategic process to address the specific issues of disparity and the particular needs of the individual and the explicit goals of the organisation in equal opportunity.
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Imoni, Henry Odiri. "Exploring Ethnic Diversity on Managerial Choices in Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6048.

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In Nigeria, most citizens between the ages of 20-60 believe that ethnicity is the leading cause of discrimination. The central problem addressed in this study was how ethnic diversity influenced managerial choices in Nigeria. The purpose of this qualitative case study was to explore the role of ethnicity in managerial choices in a Nigerian federal traffic management agency to gain an understanding of how ethnicity influenced managers' recruitment, placement, and promotion of employees. Complexity theory and a consideration of African management practices constituted the conceptual framework. Participants were 11 managers who were recruited from a Nigerian government agency using a combination of purposive and snowball sampling. Data collection occurred through interviews, observation, and government document reviews. Through use of Yin's 5-step process for data analysis, data triangulation, and member checking, 10 themes emerged regarding managers' decisions: (a) federal character principle, (b) merit, (c) ethnicity, (d) influence of godfathers, (e) favoritism, (f) promotion, (g) productivity, (h) morale, (i) frustration, and (j) health challenges. A conclusion was that ethnicity played a role in managerial choices. However, the execution of the current Nigerian law to manage ethnic diversity allowed the alleged discriminatory actions of managers in government agencies. Recommendations included a change in the implementation strategy of the federal character principle to reduce incidences of discriminatory actions in government agencies. This study may contribute to positive social change by providing public service managers the knowledge to create an enlightened and fair public service, free of ethnically induced barriers that have underpinned Nigeria's underdevelopment.
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Heitzmann, Daniela, and Uta Klein. "Diversity." Christian-Albrechts-Universität zu Kiel, 2015. https://ul.qucosa.de/id/qucosa%3A15385.

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Unter Diversity (dt.: Vielfalt) wird die Heterogenität und Diversifizierung sozialer Lebenslagen und sozialer Zugehörigkeiten verstanden, die in Folge von unter anderem Migrationsbewegungen, veränderten Geschlechterbeziehungen und der Pluralisierung von Familienformen in westlichen Gesellschaften zunehmen bzw. stärker thematisiert werden als zuvor. Dabei ist eine Lesart vorherrschend, die Diversity als gesellschaftliche und besonders als ökonomische Ressource, als Potenzial, betrachtet.
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Hekšová, Tereza. "Diverzita ve společnosti ČSOB." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-206261.

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This thesis deals with diversity and its level in the company CSOB. The main objective is to describe the current situation, make an analysis, identify strengths and weaknesses and come up with suggestions for the company and government, which would have positive effect on diversity. The methods used in this work include an analysis of internal documents, comparison of theory and practise and personal interview with responsible manager. The thesis is divided into two main parts, theoretical and practical. The theoretical part is based on study of literature, legislation and actual studies and focuses on definitions and theoretical bases. The practical part contains an introduction of CSOB and evaluation of the state support effectiveness. Next part is focused on description of current activities in the company that support diversity and analysis of its current level. The final part contains recommendations for the company and government that should lead to an improvement of the current situation.
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Gildenhuys, Annelie. "Leadership style as a component of diversity management experience / Annelie Gildenhuys." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2006.

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Junuzi, Benita, and Envera Aljic. "Hur arbetar äldreomsorgen i Kommun NN förebyggande mot etnisk diskriminering och hur upplever anställda det förebyggande arbetet? : En kvalitativ studie." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35477.

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Denna empiriska studie ämnade till att undersöka hur äldreomsorgen inom kommun NN (påhittat namn) arbetar förebyggande mot etnisk diskriminering samt upplevelser kring detta arbete. Studien hade en kvalitativ ansats med en psykologisk utgångspunkt där semistrukturerade intervjuer genomfördes på både arbetstagare och enhetschefer för att sammanställa en helhetsbild av arbetet. Författarna genomförde ett målinriktat urval av organisation och därefter ett bekvämlighetsurval av respondenter. Detta resulterade i åtta deltagare (n=8) varav fyra av dessa var enhetschefer och fyra var undersköterskor, med en fördelning på tre män och fem kvinnor. En konstruerad intervjumall användes i genomförandet av intervjuerna och för resultatet användes en tematisk analysmetod. Studiens resultat visade att det förekommer brister i det förebyggande arbetet mot etnisk diskriminering på kommun NN. Information och kommunikation visade sig vara de huvudsakliga bristande faktorerna i det förebyggande arbetet mot etnisk diskriminering.
This empirical study aimed to investigate how the care of the elderly in municipality NN (fictive name) works to prevent ethnic discrimination and the experiences with this work. The study was operationalized with a qualitative approach with a psychological point of view. Semi-structured interviews were conducted with both employees and unit managers to compile a holistic picture of the work. The authors conducted a targeted selection of organization and then a convenience sampling. This resulted in eight participants (n = 8) of whom four were unit managers and four were nurses, with a distribution of three men and five women. A constructed interview template was used when conducting the interviews, and for the result a thematic analysis method was used. The findings of the study showed that there is a lack of preventive efforts against ethnic discrimination in municipality NN. The inadequate factors in the preventive work against ethnic discrimination were shown to be information and communication.
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Opperman, Theo. "An analysis of the sexual orientation discrimination framework in the public sector : the case of Stellenbosch Municipality." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/2822.

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Thesis (MA (Public and Development Management))--University of Stellenbosch, 2009.
Sexual orientation (discrimination) as a part of diversity management in organisations is a controversial issue and people in management positions are not always comfortable to address issues relating to gay employees. This is evident from the lack of adequate policies and processes that exist within public organs. Ignorance and prejudice, heterosexism and homophobia, religious and moral beliefs and stigmatisation contribute to why employees discriminate against their co-workers based on sexual orientation. The following measures can be taken by the organisation in combating this phenomenon: • Writing anti-discriminatory statements. • Re-evaluating the current state of the organisational culture and whether it is supportive of gay employees disclosing their sexual orientation at work. • Developing an employee assistance programme. The success of these measures will largely depend on the capacity of the Human Resource department in making the organisation more inclusive. Therefore, the Integrated Development Plan of Stellenbosch Municipality as its organisational strategy plays a vital role in this entire process, as it cannot be separated from the Human Resource management strategy of this organisation. These initiatives will only be effective and efficient if there is commitment from top management as well as the employees to ensure a safe work environment for lesbian, gay and bisexual employees.
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Books on the topic "Diversity management. Discrimination"

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Wrench, John. Diversity management and discrimination: Immigrants and ethnic minorities in the EU. Burlington, Vt: Ashgate, 2007.

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Günther, Sara. Arbeitsrechtlicher Antidiskriminierungsschutz und Diversity Management: AGG - Pflicht und Chance zugleich. Frankfurt, M: PL Academic Research, 2013.

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Im, Hŭi-jŏng. Tayangsŏng kwalli (diversity management) chʻawŏn esŏŭi yŏsŏng inchŏk chawŏn kaebal. Sŏul-si: Hanʼguk Yŏsŏng Chŏngchʻaek Yŏnʼguwŏn, 2008.

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HR manager's guide to managing diversity and employment equity. Toronto, Ont: Carswell, 2011.

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HR manager's guide to diversity and inclusive practices. Toronto, Ont: Carswell, 2011.

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author, Brown Anna L., and American Bar Association. Center for Racial & Ethnic Diversity, eds. Diversity in action: A manual for diversity professionals in law. Chicago, Illinois: American Bar Association, Center for Racial & Ethnic Diversity, 2014.

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McGowen, Lorraine S., and Anna L. Brown. Beyond diversity 2009: The next generation. New York, N.Y: Practising Law Institute, 2009.

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Isabelle, Barth, and Falcoz Christophe, eds. Le management de la diversité: Enjeux, fondements et pratiques. Paris: L'Harmattan, 2007.

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Building workplace equality: Ethics, diversity and inclusion. London: Thomson, 2002.

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Division, Great Britain Cabinet Office Equal Opportunities. Managing diversity: A training programme on the effective selection and management of male and female staff from diverse backgrounds. London: H.M.S.O., 1992.

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Book chapters on the topic "Diversity management. Discrimination"

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Harrison, Michael R. "Discrimination and diversity." In An introduction to business and management ethics, 190–202. London: Macmillan Education UK, 2005. http://dx.doi.org/10.1007/978-0-230-80225-4_13.

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Kellough, J. Edward. "Combating Discrimination and Its Legacy: Affirmative Action and Diversity in the Public Sector." In Public Human Resource Management: Problems and Prospects, 240–51. 2455 Teller Road, Thousand Oaks California 91320: CQ Press, 2016. http://dx.doi.org/10.4135/9781483395982.n18.

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"Diversity and the Future." In Diversity Management and Discrimination, 129–38. Routledge, 2016. http://dx.doi.org/10.4324/9781315577722-7.

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"Diversity Management in the USA." In Diversity Management and Discrimination, 13–25. Routledge, 2016. http://dx.doi.org/10.4324/9781315577722-2.

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"Diversity Management and Anti-Discrimination." In Diversity Management and Discrimination, 115–27. Routledge, 2016. http://dx.doi.org/10.4324/9781315577722-6.

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"Introducing the Issues." In Diversity Management and Discrimination, 1–11. Routledge, 2016. http://dx.doi.org/10.4324/9781315577722-1.

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"The Background to Diversity Management in Europe." In Diversity Management and Discrimination, 27–55. Routledge, 2016. http://dx.doi.org/10.4324/9781315577722-3.

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"Convergence and Constraints in European Diversity Practice." In Diversity Management and Discrimination, 57–85. Routledge, 2016. http://dx.doi.org/10.4324/9781315577722-4.

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"An Overview of Critiques of Diversity Management." In Diversity Management and Discrimination, 87–114. Routledge, 2016. http://dx.doi.org/10.4324/9781315577722-5.

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Riccò, Rossella. "Diversity Management." In Handbook of Research on Race, Gender, and the Fight for Equality, 335–59. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-5225-0047-6.ch015.

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Abstract:
Despite twenty-five years of debates and researches on how to devise efficient, effective and equitable ways to manage people's diversities in organizations, professionals and academics have produced neither a shared definition of diversity management nor a general accepted assessment on the outcomes that diversity management can deliver for organizations and persons. Very often the concept of diversity management remains unexpressed and unexplained leaving people unsure on its meaning. The aim of this chapter is to expand the understanding of diversity management by systematizing it on the basis of McGregor's new human relations framework. The proposed definition implies to bring equality of opportunities, equity and inclusion in the workplace and allows to revise three causes of criticism ascribed to diversity management, namely, the lack of theoretical foundation, the vagueness of the concept, the reduced anti-discrimination force compared to equal employment opportunities.
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Conference papers on the topic "Diversity management. Discrimination"

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Garg, Akanksha, and S. Senthil Ganesh. "Employees Perception of Diversity Management Practices and Discrimination at Work Places." In 2018 International Conference on Soft-computing and Network Security (ICSNS). IEEE, 2018. http://dx.doi.org/10.1109/icsns.2018.8573646.

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Perumal, Juliet, and Andrea Dawson. "Racial Dynamics at an Independent South African Educational Institution." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002671.

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Historically, education in South Africa has been beset by inequality. Over the last few decades, however, the landscape of South African government schooling has evolved considerably since its distinctive, racially-defined origins. This is largely due to reforms in the education sector, which played a key role in attempting to redress the injustices of the Apartheid system. Since its inception in 1929, the Independent Schools Association of Southern Africa (ISASA) has envisioned a value-based and quality education for all learners, irrespective of race, creed or culture. Thus, the media exposure in 2020, which revealed the prevalence of racist practices in approximately 26 prominent independent schools in South Africa was startling, as these discriminatory acts contradicted the vision of ISASA. One such school, which came into the spotlight was Excel College* (pseudonym), an independent school in Gauteng Province, South Africa. In response to the accusations, the school management launched an immediate investigation to address the allegations of racial discrimination against its students of colour. A whole-school Racial Intervention Programme (referred to as RDI – Respect, Diversity and Inclusivity) was designed and implemented early in 2021. This qualitative study, which comprised eight student leaders, sought to investigate how these student leaders experienced the intervention programme. The study sought to explore student leaders’ perceptions of the rationale behind the implementation of the Racial Intervention Programme (RIP), and of the racial climate in their school, and how they felt about the allegations of racism levelled against their school. The study further sought to investigate the extent to which student leaders felt their experience of the RIP had sensitised them to the need to promote racial inclusivity in their school. Data for the study were collected by conducting individual, online semi-structured interviews, using participants’ diaries, and holding a Focus Group session. The study drew on the tenets of the Critical Race Theory (De La Garza & Ono, 2016; Delgado & Stefançic, 2000; Dixon & Rousseau, 2006; Gillborn, 2015) and Paulo Freire’s conception of Critical Consciousness (1970). Proponents of the Critical Race Theory argue that race is neither a naturally nor biologically grounded feature of human beings; but rather, a socially constructed and culturally invented category that is used to oppress and exploit people of colour. Freire’s Critical Consciousness involves identifying contradictions in the experiences of others, through dialogue to contribute to change. The study confirmed that there were allegations of racism at the school, and that many of the students had been victims of – or had witnessed – an act of racial discrimination. Despite overwhelming support for RIP, the initiative was criticised for moving slowly, being teacher-centric and syllabus-driven; and that initially, it did not appreciate students’ contribution. However, during the seven weeks of the programme (which this study reports on), participants reported grasping the purpose of the programme – which was to encourage courageous conversations about inclusion, exclusion, racism and diversity.
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