Thèses : « 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, et 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, et 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, et 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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Sahin, Poyraz. « Discrimination perçue au travail et (ré)aménagements identitaires de jeunes recrues d'orientation sexuelle minoritaire ». Thesis, Paris 10, 2018. http://www.theses.fr/2018PA100112.

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L’étude conduite porte sur l’exploration de la période d’intégration des nouvelles recrues se reconnaissant une orientation sexuelle homosexuelle ou bisexuelle. A partir d’une recherche qualitative, nous posons l'hypothèse générale selon laquelle les processus d’intégration, de socialisation organisationnelle et de construction des intentions professionnelles d’avenir seraient influencés par la présence de normes hétérosexistes et d’une discrimination perçue au travail, d’une part, et par l’identité sexuelle construite antérieurement dans les différentes sphères de vie d’autre part. Nos données ont été recueilles auprès de douze jeunes se reconnaissant comme LGB, récemment intégrés dans les milieux professionnels de la justice et des transports à l’aide de deux études : l’une conduite avec des entretiens de type récit de vie pour d’étudier le sens attribué aux expériences subjectives avant et pendant la période d’intégration dans l’organisation, l’autre menée et à partir d’entretiens de type IMIS pour mieux comprendre les dynamiques identitaires en analysant les relations subjectives entre l’individu et son environnement Les résultats soulignent que les normes hétérosexistes restent dominantes et montrent la non-neutralité de la sphère professionnelle où les échanges incluent des aspects de la vie privée. Dès l’entrée dans l’organisation les jeunes LGB font face à un dilemme entre la divulgation ou la dissimulation de leur orientation sexuelle qui nécessite un aménagement de l’identité en milieu de travail. Parmi les stratégies de présentation de soi, la dissimulation fondée sur la feinte et l'évitement de l’orientation sexuelle est majoritairement utilisée pour éviter les différentes formes de discriminations et d’homophobie anticipées au travail
The study focuses on an exploration of the integration time of recently-recruited professionals who identify themselves as homosexual or bisexual. Based on the qualitative analysis, we draw the general hypothesis that the processes of integration, organisational socialisation, and the construction of a future career path that are influenced both by the presence of heterosexist norms and perceived discrimination in the workplace as well as by sexual identity previously built in other parts of life. Our data were collected from twelve self-identified LGB young people who recently recruited in the workplace in the transportation and law using two studies: the first conducted with informal interviews to study the meaning given to subjective experience before and during the integration period in the organisation, and the second built from IMIS interviews to understand better the identity dynamics by analysing the subjective relationships between the individual and his environment. The results highlight that heterosexist norms remain dominant and show non-neutrality in the part of the professional world where the conversations include aspects of private life. From the moment of their arrival in the organisation, the young LGB people confront a dilemma between dissimulating and divulging their sexual identity, which requires identity management strategy handling to tackle different forms of discrimination and perceived homophobia. Among the identity management strategies, dissimulation based on pretending or avoiding of sexual orientation are the strategies that are used in the majority to avoid the different forms of discrimination based on sexual orientation that are anticipated in the workplace

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Pagáčová, Ilona. « Zavedení koncepce age managementu ve vybrané organizaci ». Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193194.

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Age management is closely related to professional abilities and their maintaining trough advanced age. Thesis examines topic from point of view of corporations and its goal is to analyze and amend existing recommendations for implementation of the concept in Czech Republic. In order to achieve this goal, companies that engage in Age management implementation were addressed. Interviews were conducted in HR departments of three major corporations. This revealed that the concept is not widely used in Czech Republic at this time. There are no complex strategies and age management is being applied sporadically. There is a great effort to maintain good health of employees but it was also found out that awareness rising is insufficient. Testing using a method of Work Ability Index is being implemented and strategic application of the concept is being prepared.

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Govender, Vanisha. « Linking the advancement of women to senior management positions and gender barriers ». Unisa, 2005. http://hdl.handle.net/10500/147.

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Look at the challenge of gender equity and global trends and its impact on Eskom
Women form 52 percent of the adult population in South Africa, the majority of the population, but their status in the workplace is marginalized. The Commission of Employment Equity 2003 report revealed that women represent only 37% of the total workforce and 21% of all senior management positions and only 14% of top management positions. The study firstly investigates if gender barriers are creating obstacles for the advancement of women to senior management positions. The evidence of the research indicates that barriers do exist and the most prominent of these barriers included organizational culture, men not supporting women in the organization, division of labour, lack of after care facilities and women not supporting each other. Organizations need to admit that barriers do exist before any meaningful change can be made to the working environment of women. Secondly the study investigates the impact of gender equity targets as some organizations are attempting to increase the number of women in their business. Although gender targets results in an increase of women in the workplace it has negatively impacted the morale of men. Lastly the effectiveness of some of the strategies like mentorship, training and development, networking, flexible work policies are examined. These strategies will only be effective if the organizations are committed in ensuring a balanced workforce. Organizations needs to realize that diversity should be seen as a great opportunity to be encouraged and nurtured.
Graduate School of Business Leadership
MBL

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Ben-Galim, Dalia. « Equality and diversity : the gender dimensions of work-life balance policies ». Thesis, University of Oxford, 2008. http://ora.ox.ac.uk/objects/uuid:d078b9c7-ceab-454c-a1b6-09ebe88fb725.

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This thesis analyses the gender dimensions of work-life balance policies in the UK. It focuses on three related questions: firstly, to what extent are work-life balance policies framed by 'diversity'; secondly, how does this impact on the conceptualisation and implementation of work-life balance policies (in government and in organisations); and thirdly, what are the implications for gender equality? Through analysing published research, the UK Government's work-life balance agenda and data generated from three selected case study organisations, the prominent dimensions of diversity that shape the conceptualisation and implementation of work-life balance policies are presented. This thesis argues that the concept of diversity - as defined by the feminist literature - offers the potential to progress gender equality through overcoming the same-difference dichotomy, and by recognising multiple aspects of identity. However, this theoretical potential is not necessarily reflected in practice. With the emphasis on the individual worker and choice, diversity has been primarily defined as 'managing diversity', and has a significant affect on how work-life balance policies have been applied in both government policy and organisational practice. The UK Government states that work-life balance policies are meant to provide everyone with opportunities to balance work with other aspects of life. The current policy framework targets parents and in particular mothers, potentially limiting the choices that men and women have to 'work' and 'care'. Locating work-life balance policies within the context of 'managing diversity' supports and facilitates women's employment, but does not necessarily challenge fundamental gender disparities such as occupational segregation and gender pay gaps. Analysis of the UK Government's current agenda and organisational case studies show that despite progressive equality, diversity and worklife balance agendas, work-life balance policies are limited in challenging persistent structural gender inequalities.

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Bertereau, Camille. « Caractérisation des stéréotypes de genre et développement d’une échelle de mesure de l’idéologie de genre en contexte organisationnel ». Thesis, Université Clermont Auvergne‎ (2017-2020), 2019. http://www.theses.fr/2019CLFAD022.

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Les stéréotypes de genre et l’idéologie de genre ont donné lieu à la création de nombreux outils de mesure en psychologie sociale. Néanmoins, si certains travaux en GRH ont mis en évidence le rôle important des stéréotypes de genre dans le maintien de ces inégalités entre les sexes (Heilman, Block, et Martell, 1995 ; Rudman et Phelan, 2008 ; Cornet et Cadalen, 2009), exceptés quelques rares études (Martell et DeSmet, 2001 ; Scharnitsky, 2012), la mesure des représentations sexuées n’a que très rarement été utilisée comme levier d’action organisationnel. De plus, peu de recherches récentes se sont intéressées au contenu-même de ces structures représentationnelles au sein des organisations. L’intérêt de cette thèse réside d’une part dans une meilleure compréhension de ces biais intergroupes de genre dans l’organisation, grâce l’étude d’un cas, celui de l’entreprise Michelin. Afin de répondre aux objectifs de sa politique de féminisation, l’entreprise a choisi d’innover en matière de lutte contre les discriminations par la mise en évidence des stéréotypes de genre véhiculés dans l’organisation. Ce travail repose sur un partenariat entre l’Université Clermont-Auvergne et l’entreprise Michelin et se propose de répondre à la problématique suivante : comment caractériser les stéréotypes de genre et mesurer l’idéologie de genre en contexte organisationnel ? Trois grandes étapes sont développées pour y répondre. D’abord, la revue de littérature redéfinit les concepts clés et recense tous les outils de mesure existants. En second lieu, la phase qualitative confronte la théorie à la réalité du terrain, en retraçant la réalisation de trente-six entretiens en France, en Espagne, en Pologne et en Allemagne. Puis la phase quantitative se développe autour de la création d’une échelle de mesure multidimensionnelle de l’idéologie de genre et d’une échelle de stéréotypes de genre, ainsi que d’une analyse des déterminants (deux passations dans cinq pays européens). Les contributions majeures de cette thèse sont d’abord méthodologiques : les techniques mobilisées sont guidées par le paradigme de Churchill (1979) pour le développement d’échelle et le rapport de diagnosticité pour la détection des stéréotypes (McCauley & Stitt, 1978). Les contributions théoriques se trouvent dans les résultats du questionnaire : les femmes ont un niveau de stéréotype plus élevé que les hommes, mais ces derniers ont une idéologie de genre plus traditionnelle que les femmes. En outre, le contenu des stéréotypes féminins varie selon le pays (la douceur et l’émotivité sont plus stéréotypées « féminin » en France qu’en Espagne par exemple). De plus, plus les répondants travaillent avec des femmes, moins ils nourrissent d’attitudes sexistes. Des attitudes s’apparentant à du sexisme bienveillant (Glick & Fiske, 1996) ont également été mises en lumière (haut niveau de stéréotype et valence des stéréotypes positive). Pour finir, les contributions managériales résident, d’une part, dans la création d’un outil d’auto-évaluation destiné aux managers comprenant les échelles de stéréotypes et d’idéologie de genre, et d’autre part, dans une réflexion sur l’intégration d’un tel outil à une politique de gestion de la diversité
Gender stereotypes and gender ideology have led to the creation of many measurement tools in social psychology. Nevertheless, while some HRM work has highlighted the important role of gender stereotypes in maintaining gender inequalities (Heilman, Block, & Martell, 1995 ; Rudman & Phelan, 2008 ; Cornet & Cadalen 2009), the measurement of sex representations has rarely been used as a lever for organizational action, with the exception of a few studies (Martell and DeSmet, 2001, Scharnitsky, 2012). In addition, very few recent studies have focused on the actual content of these representational structures within organizations.The goal of this thesis was a better understanding of these intergroup biases in the organization, with the study of a case : Michelin company. In order to meet the aim of its feminization policy, the firm has chosen to innovate in the struggle against discriminations by highlighting the gender stereotypes conveyed in the organization. This work is based on a partnership between Clermont-Auvergne University and Michelin company, and aims to answer the following question: how to characterize gender stereotypes and measure gender ideology in an organizational context? Three major steps are developed to answer this problematic. First, the literature review defines key concepts and lists all existing measurement tools. Secondly, the qualitative phase confronts the theory with the reality of the field, by analyzing thirty-six interviews in France, Spain, Poland and Germany. Then the quantitative phase develops around the creation of a multidimensional gender ideology measurement scale and a gender stereotypes scale, as well as an analysis of determinants.The major contributions of this doctoral work are primarily methodological: the techniques are guided by the Churchill paradigm (1979) for scale development and the ratio-diagnostic for the detection of stereotypes (McCauley & Stitt, 1978). Theoretical contributions can be found in the questionnaire results: women have a higher level of stereotype than men, but men have a more traditional gender ideology than women. In addition, the content of female stereotypes varies according to the country (gentleness and emotionalism are more stereotyped "feminine" in France than in Spain for example). Moreover, the more respondents work with women, the less they hold sexist attitudes. Attitudes resembling benevolent sexism (Glick & Fiske, 1996) have also been highlighted (high level of stereotype and valence of positive stereotypes). Finally, the managerial contributions reside, on the one hand, in the creation of a self-assessment tool for managers including the scales of stereotypes and gender ideology, and on the other hand, in a reflection on the integration of such a tool into a diversity management policy

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CASSANO, GIULIA. « IL MULTICULTURALISMO NEL RAPPORTO DI LAVORO ». Doctoral thesis, Università degli Studi di Milano, 2022. http://hdl.handle.net/2434/925248.

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The research conducted in this doctoral thesis aims to investigate the protection offered by labour law to multicultural workers. The problem is analysed from the angle of the prohibitions of discrimination. It first reconstructs the regulatory framework, at an international, European and Italian level, with particular reference to the analysis of the risk factors directly connected with the phenomenon of multiculturalism (ethnic origin, language, race, religion). It then goes on to study the structure of the prohibitions of discrimination, dwelling on the possible configurability of a right to equal treatment. Having affirmed the existence of such a right, its characteristics are analysed, also in the light of the traditional debates of interpreters and scholars of anti-discrimination law. Subsequently, the study focuses on the search for the limits – internal and external – of the right to equal treatment. With reference to the external limits, in particular, the discussion is articulated by reasoning on the basis of two different declinations of the right to equal treatment, for which the point of balance is sought with respect to other rights worthy of protection: the constitutionally protected rights of third parties and the right to freedom of enterprise under Article 41 of the Italian Constitution. With this in mind, a number of hypotheses are analysed that have been the focus of attention of anti-discrimination law scholars as well as national and supranational courts. In this context, the nature of the obligation of “reasonable accommodation”, provided for by law for discrimination on the grounds of disability, is also reconstructed, and its possible extension to all other hypotheses of discrimination is investigated by way of interpretation.

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Pavão, Helder Carlos Veludo Mena. « Diversidade e igualdade de oportunidades : estudo comparativo das realidades empresariais portuguesa e belga face à imigração ». Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/11281.

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Mestrado em Gestão de Recursos Humanos
A Gestão de Recursos Humanos tem uma importância preponderante na composição de uma equipa de trabalho diversificada. Tendo como finalidade atingir os objetivos estratégicos da organização, recorre ao recrutamento e selecção - externo ou interno ? para promover a diversidade, que pode ser ao nível da idade, questões de género, orientação sexual, raça entre outros. Considera-se que a gestão da diversidade é resultado de uma evolução da igualdade de oportunidades, abarcando uma pluralidade de dimensões, antes postas de parte, sendo uma ferramenta indispensável no combate à discriminação laboral. Este estudo incide sobre as realidades portuguesa e belga, comparando as suas políticas de integração de imigrantes, categorizando e comparando os seus mercados de trabalho. Concomitantemente, refere a importância de combater actos discriminatórios, muitas vezes associados aos processos de recrutamento de imigrantes não europeus, apresentando formas de os combater. Recorreu-se ao método qualitativo, realizando estudos de caso em oito organismos na Bélgica e sete em Portugal. Os resultados mostram que, apesar de as organizações, em ambos os países, considerarem a diversidade como aspecto positivo para as equipas de trabalho, reconhecem que ainda existe necessidade de mudar mentalidades. São criadas barreiras aos imigrantes no acesso ao mercado de trabalho, nomeadamente devido ao domínio da língua de acolhimento, por um lado, e à depreciação das suas competências académicas, por outro.
Human Resource Management has a major importance in the composition of a diverse work force. With the aim of achieving the strategic objectives of the organization, the recruitment and selection - external or internal ? are used to promote diversity, which can be in terms of age, gender, sexual orientation, nationality, among others. It is considered that the management of diversity is the result of an evolution of equal opportunities, covering a plurality of dimensions, before set aside, being an indispensable tool in combating discrimination in employment. The Portuguese and Belgian realities were considered in this study, comparing their immigrant integration policies, categorizing and comparing their labor markets. Concomitantly, the importance of combating discriminatory acts associated with the recruitment of non-European immigrants is referred, presenting ways to combat them. The qualitative method was used, by conducting case studies in eight institutions in Belgium and seven in Portugal. The results show that, although organizations in both countries consider diversity as a positive aspect to the work teams, there is the need to change mindsets. Regarding the labor markets of the countries under study, barriers are created to the access of immigrants, due to the language domain, on the one hand, and the depreciation of their academic skills, on the other.

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Ogliari, Carlos Eduardo do Nascimento. « A orientação das pessoas em relação à diversidade da força de trabalho : um estudo de caso na volvo do Brasil ». reponame:Repositório Institucional do FGV, 2009. http://hdl.handle.net/10438/4244.

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Este trabalho discute a orientação, no sentido de inclinação, de tendência, do indivíduo a reagir diante da diversidade da força de trabalho. Parte-se do pressuposto da inevitabilidade da diversidade e do potencial que dela advém para a geração de ganhos ou perdas à organização. Ou seja, cabe à gestão empresarial buscar a maximização dos efeitos positivos e a minimização das conseqüências negativas da diversidade. Observa-se, contudo, que as empresas estão investindo em programas de promoção da diversidade da força de trabalho sem conhecer a tendência de reação de seus empregados e dos seus times em relação à diversidade. Nesta situação, isto é, sem a identificação de quais dimensões da diversidade devem ser priorizadas e trabalhadas, não há como customizar ações, no âmbito dos programas organizacionais, com eficiência suficiente para preparar e estimular as pessoas para melhor reagirem diante do diverso. A questão que se traduz no problema de pesquisa é: como medir o grau com que os empregados da unidade paranaense da Volvo do Brasil estão inclinados a reagir, positiva ou negativamente, em relação à diversidade da força de trabalho, de forma a gerar informações para a gestão? Busca-se identificar os significados da diversidade da força de trabalho na Volvo. Dos debates e ensinamentos de Oracy Nogueira, Florestan Fernandes, Costa Pinto e Guerreiro Ramos, exploram-se as diferentes perspectivas sociológicas atribuídas aos determinantes do preconceito e da discriminação no Brasil. Discute-se a diversidade sob a ótica da teoria da contingência e do poder das organizações e, em contraponto, examina-se a questão com base na teoria substantiva da vida humana associada e no conceito de homem parentético, de Guerreiro Ramos. Quanto aos fins, esta pesquisa é exploratória, descritiva e metodológica. Quanto aos meios é uma pesquisa bibliográfica, documental, de campo, experimental e um estudo de caso. Utilizam-se procedimentos qualitativos e quantitativos. Conclui-se que o RTDI (reaction to diversity inventory), de De Meuse e Hostager (2001), ajustado, é um instrumento com o qual se pode medir o grau com que as pessoas estão propensas a reagir diante da diversidade da força de trabalho, de forma a gerar importantes informações para a gestão.

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Tandé, Alexandre. « Lutter contre les discriminations éthno-raciales et/ou promouvoir la diversité ? : le développement d'une action publique ambigüe en région de Bruxelles-Capitale (1997-2012) ». Thesis, Lille 2, 2013. http://www.theses.fr/2013LIL20014.

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A Bruxelles comme dans d’autres contextes régionaux et nationaux, de nombreux professionnels et spécialistes présentent les notions de discrimination et de diversité dans le domaine de l’emploi comme « les deux faces d’une même pièce » : au dépassement de la première répondrait l’avènement de la seconde. Considérant ce discours comme problématique, nous retraçons dans notre thèse l’émergence et le développement de l’action publique bruxelloise de lutte contre les discriminationsethno-raciales et de promotion de la diversité en matière d’emploi, depuis la fin des années 1990. Dans une perspective qualitative, nous analysons les conditions d’élaboration et de mise en oeuvre de cette action publique régionale, en prêtant une attention particulière aux pratiques des acteurs et aux effets concrets des dispositifs (en particulier le « Plan de diversité »). Au-delà du caractère éduisant et consensuel de la notion de diversité, nous montrons que les interventions qui s’en réclament tendent à perdre de vue le problème des discriminations ethno-raciales en matière d’emploi, qu’elles devaient pourtant contribuer à réduire. Les entreprises privées peuvent ne pas voir l’utilité ni la pertinence des « bonnes pratiques » de gestion des ressources humaines promues dans ce cadre. Et même lorsque les pratiques managériales évoluent, cela n’a pas forcément d’effet en matière de recrutement ou de reconnaissance symbolique des minorités ethno-raciales
In Brussels as in many other regional and national contexts, discrimination and diversity are often described as “two sides of the same coin”, diversity being thought of as a solution to discrimination. We question this argument in our doctoral dissertation and examine how authorities in the Brussels region implemented a new public policy to tackle discrimination and promote diversity since the end of the 1990s. We analyse in a qualitative perspective how measures and instruments were designed and brought into action. In particular, we focus on social practices and also on the practical effects of the policy instruments mobilized in this context (especially the “Diversity plan”). The seducing notionof diversity seems to produce consensus, but we also show that it often leads to losing sight of the discrimination problem. Furthermore, public authorities promote “best practices” to improve diversity in the workplace, but these are not always considered useful nor relevant by private companies. Even when changes appear to happen in management practices, we observe a limited impact on ecruitmentand also on symbolic recognition of ethno-racial minorities

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Baskaran, Laksana, et Emelie Jin. « From Conversation to Action : Perceptions and Practices of Allyship in aSwedish Workplace Context ». Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-296342.

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Motivated by laws and regulations, moral grounds or the potential business advantages a more diverse workforce might bring, Diversity Management has become an ubiquitous part of organizational practices. Still, minorities are regularly exposed to social and structural discrimination at their workplaces. Allyship mayplay a vital role in changing this. The purpose of this thesis is to explore how allyship is perceived and practiced in a Swedish organization whose members have undergone training in allyship. In short, workplace allyship is the support and advocacy for the inclusion, belonging and career development of a socially disadvantaged or marginalized group. While more and more companies are including allyship into their Diversity Management practices, organizational research is yet to catch up. In addition, there is a very limited body of literature, independent of research field, which surveys allyship outside an American or native English-speaking context. Thus, claims that allyship is cross-cultural are so far founded in theory rather than empirical evidence. Constructed from a single case study of a Swedish subsidiary of an American company, this thesis presents an empirical model of the perceptions and practices of workplace allyship encompassing its motivators and demotivators, resulting behaviours, and challenges concerning its implementation. The model is based on interviews with both non-managers and managers but focuses its attention on disadvantaged group members and managers - two important perspectives that hitherto have received very limited attention in allyship research. The findings suggest that the way allyship is perceived and practiced is directly affected by both organizational enablers and barriers and the context of allyship. It is found that local endeavours must be made to contextualize centralized initiatives to a larger extent. In particular, educational efforts need to be more explicit about both the essence of and interrelation between allyship and systemic discrimination, since such connotations seem to be lost in translation when brought outside its original American historical, cultural and social context. If these are not made clear, there might be a risk that what is perceived as allyship helps preserve the very inequitable systems it conceptually is intended to disrupt. This insight motivates further research on the actual effects of workplace allyship.
Mångfaldsarbete (eng: diversity management) har tagit allt större plats i organisatoriska sammanhang och dess metoder. Arbetet har varit motiverat av lagar och förordningar, moraliska anledningar eller för att en diversifierad arbetsstyrka har potentialen att medföra stor affärsnytta. Trots denna satsning utsätts minoriteter för social och strukturell diskriminering på sina arbetsplatser. Allierade (eng: allies) kan ha en framträdande roll för förändra detta. Det huvudsakliga syftet med denna rapport är att utforska hur ‘allyship’ uppfattas och utövas på en svensk organisation, där dess anställda har fått genomgå en utbildning om ‘allyship’. ‘Allyship’ kan kort definieras som förespråkandet av både den sociala- och karriärsrelaterade inkluderingen av en social missgynnad eller marginaliserad grupp. Samtidigt som allt fler företag och organisationer arbetar med just ‘allyship’ så har inte forskningen inom organisationsteorier kommit ikapp. Det är väldigt begränsat med litteratur kring detta ämne som grundar sig utanför USA, eller ett huvudsakligen engelsktalande land. Det påstående som återfinns inom forskningslitteraturen, att ‘allyship’ är tvärkulturellt är därmed främst baserat på teori med få empiriska bevisningar. Utifrån en fallstudie på ett svenskt filial av ett amerikanskt bolag, presenterar denna uppsats en empirisk modell för ‘allyship’ på arbetsplatsen (eng: workplace allyship). Modellen innefattar faktorer som motiverar respektive avskräcker, resulterande insatser och de utmaningar som uppstår när ‘allyship’ ska implementeras. Denna modell är baserad på genomförda intervjuer med både chefer och anställda. Fokuset har lagts på missgynnade gruppmedlemmar (eng: disadvantaged group members) och chefer. Detta är då dessa perspektiv har hittills fått begränsad plats i forskningen om ‘allyship’. Resultaten talar för att sättet ‘allyship’ uppfattas och utövas på beror starkt av organisatoriska möjliggörare och barriärer, samt den kontexten som finns. Detta innebär att det krävs lokala ansträngningar på filialen för att kontextualisera centraliserade initiativ i större utsträckning. Särskilt viktigt är det att utbildningarna och liknande insatser om ‘allyship’ blir tydligare eftersom dess innebörd förefaller sig försvinna när konceptet tas ur det amerikanska sammanhang det härstammar ifrån. Om betydelsen inte klargörs finns det en risk att uppfattningen om ‘allyship’ bidrar till att bibehålla den systematiska diskrimineringen konceptet finns till för att bekämpa. Denna insikt ligger som grund till vidare forskning om ‘allyship’ på arbetsplatsen.

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Pérugien, Sabrina. « La construction d'une culture organisationnelle en faveur de la diversité dans l'enseignement supérieur : monographie d'une recherche-intervention menée au sein d'une business school française ». Thesis, Strasbourg, 2015. http://www.theses.fr/2015STRAB004.

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De « facture classique », cette thèse se veut particulièrement originale tant dans le choix de l’objet investigué que dans les résultats obtenus. En s’attachant à mieux comprendre la dynamique qui a prévalu au cours de l’intégration stratégique d’un projet culturel et managérial en faveur de la diversité dans une organisation du Supérieur, ce travail s’inscrit à la lisière de la stratégie et de la GRH. Il prend son origine dans le cadre général des études traitant de la non-discrimination et du management de la diversité en France, en s’intéressant toutefois à une organisation particulière puisqu’il est question de la Business School, dont le rôle socioéconomique est singulier. En effet, elle produit la future génération de managers et dans une moindre mesure les futurs leaders et décideurs économiques.Ce travail s’intéresse donc à l’application de l’approche conceptuelle et managériale de la diversité dans ce type d’organisation et aux changements induits par une telle démarche dans le cadre d’une étude processuelle longitudinale de cinq ans d’un cas unique (monographie). Reposant sur une ethnométhodologie à visée transformative, cette thèse restitue un changement en train de se faire en mobilisant l’approche contextualiste de Pettigrew
Despite its classical style, this thesis is highly original in both the subject of the investigation – the strategic integration of diversity into the organizational culture of a French business school – and its results. Focused on the social responsibility of French higher education establishments, this thesis addresses issues that lie at the boundary of strategy and HRM. It targets the institutions that could be called the ‘antechamber’ of the business world, and that produce the next generation of managers: leading business schools. Diversity and non-discrimination at work are recent streams of research in the French managerial literature and this work takes a detailed look at the dynamics of change of a phenomenon that has received little attention: the construction of an organizational culture that fosters diversity. As the emphasis is on ‘organized’ and ‘organizing’ action rather than the institution itself, an intervention research strategy is adopted to investigate ongoing organizational change. This single-domain (monograph), longitudinal and process-based case study was carried out in situ, while Pettigrew’s contextualist approach provided the framework for a detailed description and in-depth analysis

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Zadražilová, Lucie. « Multikulturalita firem v EU ». Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-76393.

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The topic of the thesis is Multiculturalism of the companies in the European Union as one of the approach of managing cultural diversity. The aim of the thesis is to provide an overview on different approaches to this topic based on different materials already published as well as on good practices used in the companies. The main question of the thesis is: DO the companies on the EU market go toward the model of multicultural organization? The thesis contains of four parts. The first one explains most important terms which are multiculturalism, diversity and diversity management. It also summarizes the brief history of diversity management as well as the importance of managing diversity. It explains also the factors creating the interest of cultural diversity and its management. The second part explains the perspective of the EU. It elaborates recent demographic changes as one of the external factors influencing the attitude toward managing diversity. It explains also the Immigration Policy of the EU in more details. EU legislation focusing on discrimination and equal opportunities is also part of this chapter. The third chapter focuses on diversity from the organizations point of view. It explains the Cox model as one of the theories of dividing companies based on their approach to cultural diversity. It also describes the main techniques used for the transition to multicultural company. The part of this chapter focuses also on multicultural teams and their performance. The last chapter of the thesis describes good practices in managing cultural diversity of the companies on the EU market and the particular tips created by EU to help small and medium enterprises to manager diversity.

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Jäckle, Monika. « Geschlechterdispositiv ». Universitätsbibliothek Leipzig, 2017. http://nbn-resolving.de/urn:nbn:de:bsz:15-qucosa-220305.

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Der Begriff Geschlechterdispositiv verweist auf den Dispositiv-Begriff bei Michel Foucault und umfasst das machtvolle Zusammenspiel von hegemonialen Geschlechternormen in Gestalt von gesellschaftlich-kulturellen Leitbildern (Diskursen), von institutionellen Regelungen wie Geschlechtsrollenverteilungen (Institutionen), von vergeschlechtlichten Praktiken im Sinne des doing gender (Praxis) und von geschlechtlichen Identitätsangeboten (Subjektivität). Die Konstruktion von Geschlecht ist mit Machtbeziehungen und Wahrheitspolitiken verbunden. Das Geschlechterdispositiv stellt damit auch eine Analyseeinheit dar, die sich für eine empirische Forschung im Sinne einer relationalen Machtanalytik öffnet.

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Reith, Stefanie Landim. « Programas de diversidade de recursos humanos : uma análise sobre sua adoção no Brasil ». Universidade Federal de São Carlos, 2014. https://repositorio.ufscar.br/handle/ufscar/3774.

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Financiadora de Estudos e Projetos
The purpose of this master´s degree thesis is to analyze the adoption of diversity programs for inclusion of women and blacks in companies in Brazil. We chose to conduct the survey on companies listed on the ranking "Melhores Empresas para Você Trabalhar" (Best Companies to Work For), in which they participate for human resources management practices evaluated as advanced. Few companies have diversity programs, but more than indicated by the literature review. Most programs are in initial stages. It was also possible to observe the relationship of the adoption of these programs with the size and origin of the capital of the companies surveyed.
O objetivo desta dissertação é analisar a adoção de programas de diversidade voltados à inclusão de mulheres e negros em empresas no Brasil. Optou-se por pesquisar empresas listadas no ranking Melhores Empresas para Você Trabalhar , no qual participam por terem práticas de gestão de recursos humanos avaliadas como avançadas. A quantidade destas empresas que têm programas de diversidade é pequena, mas maior do que indicava a revisão da literatura. A maior parte dos programas se encontra em estágios iniciais de implantação. Foi possível observar, ainda, a relação da adoção desses programas com o porte e a origem do capital das empresas pesquisadas.

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Jäckle, Monika. « Geschlechterdispositiv ». Universität Augsburg, 2014. https://ul.qucosa.de/id/qucosa%3A14372.

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Der Begriff Geschlechterdispositiv verweist auf den Dispositiv-Begriff bei Michel Foucault und umfasst das machtvolle Zusammenspiel von hegemonialen Geschlechternormen in Gestalt von gesellschaftlich-kulturellen Leitbildern (Diskursen), von institutionellen Regelungen wie Geschlechtsrollenverteilungen (Institutionen), von vergeschlechtlichten Praktiken im Sinne des doing gender (Praxis) und von geschlechtlichen Identitätsangeboten (Subjektivität). Die Konstruktion von Geschlecht ist mit Machtbeziehungen und Wahrheitspolitiken verbunden. Das Geschlechterdispositiv stellt damit auch eine Analyseeinheit dar, die sich für eine empirische Forschung im Sinne einer relationalen Machtanalytik öffnet.

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Sinclair, Donna Lynn. « Caring for the Land, Serving People : Creating a Multicultural Forest Service in the Civil Rights Era ». PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2463.

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This qualitative study of representative bureaucracy examines the extension and limitations of liberal democratic rights by connecting environmental and social history with policy, individual decision making, gender, race, and class in American history. It documents major cultural shifts in a homogeneous patriarchal organization, constraints, advancement, and the historical agency of women and minorities. "Creating a Multicultural Forest Service" identifies a relationship between natural and human resources and tells a story of expanding and contracting civil liberties that shifted over time from women and people of color to include the differently-abled and LGBT communities. It includes oral history as a key to uncovering individual decision points, relational networks, organizational activism, and human/nature relations to shape meaningful explanations of historical institutional change. With gender and race as primary categories, this inquiry forms a history that is critical to understanding federal bureaucratic efforts to meet workforce diversity goals in natural resource organizations.

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Tande, Alexandre. « Lutter contre les discriminations ethno-raciales et/ou promouvoir la diversité dans le domaine de l'emploi ?le développement d'une action publique ambiguë en Région de Bruxelles-Capitale, 1997-2012 ». Doctoral thesis, Universite Libre de Bruxelles, 2013. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/209546.

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A Bruxelles comme dans d’autres contextes régionaux et nationaux, de nombreux professionnels et spécialistes présentent les notions de discrimination et de diversité dans le domaine de l’emploi comme « les deux faces d’une même pièce » :au dépassement de la première répondrait l’avènement de la seconde. Considérant ce discours comme problématique, nous retraçons dans notre thèse l’émergence et le développement de l’action publique bruxelloise de lutte contre les discriminations ethno-raciales et de promotion de la diversité en matière d’emploi, depuis la fin des années 1990. Dans une perspective qualitative, nous analysons les conditions d’élaboration et de mise en œuvre de cette action publique régionale, en prêtant une attention particulière aux pratiques des acteurs et aux effets concrets des dispositifs (en particulier le « Plan de diversité »). Au-delà du caractère séduisant et consensuel de la notion de diversité, nous montrons que les interventions qui s’en réclament tendent à perdre de vue le problème des discriminations ethno-raciales en matière d’emploi, qu’elles devaient pourtant contribuer à réduire. Les entreprises privées peuvent ne pas voir l’utilité ni la pertinence des « bonnes pratiques » de gestion des ressources humaines promues dans ce cadre. Et même lorsque les pratiques managériales évoluent, cela n’a pas forcément d’effet en matière de recrutement ou de reconnaissance symbolique des minorités ethno-raciales.
Doctorat en Sciences politiques et sociales
info:eu-repo/semantics/nonPublished

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Veldsman, Dehlia Melissa. « Perceptions of diversity management in a public sector organization /government institution within the Western Cape ». 2013. http://hdl.handle.net/11394/3828.

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Magister Commercii - MCom
In modern organisations, diversity management is seen as an important factor for success. If diversity is not managed correctly, it could impact how and if organisations meet their goals. The purpose of diversity management is to get to a point of utilisation of skills of individuals. Research (Erasmus, 2007) suggests that diversity management success is highly dependent on perceptions of employees. The main intent of the current research was to gain an insight into employee perceptions around workforce diversity. These perceptions were evaluated using the Workplace Diversity Survey with a sample of public sector employees to ascertain whether there are statistically significant differences in employee perceptions based on age, gender, population group and directorate. Informed consent was sought from the HR manager in the public service department where the research was undertaken. A cross sectional study was conducted and based on a convenience sample of 200 voluntary participants within the public sector. Data was captured and analysed using the Statistical Package for the Social Sciences (SPSS) version 21. The results indicate that there are statistically significant differences with respect to gender, age, population group and , respectively, and perceptions of diversity. These findings suggest, that, despite 20 years of democracy within South Africa, on-going training and development of employees is required, along with frequent surveys to determine how individuals react to a heterogeneous workforce.

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Tjale, Tsedile Ethel. « The relationship between diversity management and organisational climate ». Diss., 2015. http://hdl.handle.net/10500/19976.

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This study is within the field of Industrial and Organisational Psychology. It focuses on the relationship between diversity management and organisational climate dimensions. The literature review indicates that most of the research conducted on these two concepts, diversity management and organisational climate investigated the concept diversity, not diversity management (Cox, 1993; Hicks-Clarke & Hies, 2003). This study specifically explores diversity management in a retail organisation. The empirical component of the study includes confirmatory factor analysis, reliability analysis and a correlational study investigating the relationship between diversity management and organisational climate. It was found that there is a positive and strong relationship between diversity management and organisational climate. Diversity management seems to correlate highly with the following climate dimensions: policies and procedures, discrimination, gender issues, equality in conditions of employment and employment equity. The results indicate that younger employees have more positive views regarding diversity management, and middle aged employees have less positive views regarding diversity management.
Industrial and Organisational Psychology
M. Admin (Industrial and Organisational Psychology)

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Steklíková, Eliška. « Koncepce age managementu v organizacích v České republice ». Master's thesis, 2012. http://www.nusl.cz/ntk/nusl-305652.

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This diploma thesis summarises current approaches to age management, or human resources management taking in account the age and skills of employees in the Czech Republic. The theoretical part of this paper deals with the background of this concept, describes the present demographical development, its consequences in the labour field, and the problem of aging population which is visible in the need to adapt applied management strategies in organisations to this trend. There are mentioned several programmes, thoughts, and legislative measures on which the newest concepts and strategic plans in Europe and the Czech Republic are based. The empirical part of the thesis focuses on a specific level of organisations, and consists of two surveys. The first one is a comparative case study for which data were collected in two organisations which have recently implemented measures stemming from age management strategies. These measures are then specified and confronted with the statements of the employees who, in semi-structured interviews with the author, talked about the changes that were put into practice under the concept of age management, and about the discrimination of persons over 50 years of age on the labour market. The second survey was carried out by a questionnaire distributed online to...

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Vejdělková, Veronika. « Podoby aplikace age managementu v českém prostředí ». Master's thesis, 2017. http://www.nusl.cz/ntk/nusl-358172.

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The thesis deals with the issue of Age Management and the application forms of organizations in the Czech working environment. This thesis was initially dedicated to defining the concept of Age Management and also to present its historical development. It also includes its consistency with the demographic situation. Wider attention is paid to the application of Age Management in practice and the use of specific tools and measures that are used by organizations. This paper also highlights the main benefits and importance of Age Management. There are few selected researches concerning this subject, carried out in various organizations in the European Union and in the Czech Republic. The important part of the thesis is the empirical survey, whose main target is to determine whether the selected organizations, based in Prague and operating in the private sector, have some awareness about Age Management, as well as comparing its application into practice and corporate strategy. Key words: Age Management, Age Diversity, Population Ageing, Intergenerational Cooperation, Age Discrimination.

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Mitošinková, Tereza. « Vliv strategického řízení diverzity na postavení žen ve firemním prostředí ». Master's thesis, 2014. http://www.nusl.cz/ntk/nusl-334731.

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The main theme of the thesis is the position of women on the labour market and the related fact that positions with major decision making competences are represented by absolute minimum of women. Intentional support of and managing diversity in corporate environment could be, therefore, one of the effective instruments forming more balanced representation of men and women across the corporate structure and hence on labour market but eventually in society as a whole. In the thesis are discussed benefits and difficulties of strategic diversity management in the corporate environment. The research section deals with the ways diversity management affect the position of concrete women in Česká spořitelna, a.s. This corporation was chosen for the survey in view of the fact that strategic diversity management has been implemented there and it is therefore possible to monitor the real impact of diversity management on the status of women in a particular corporation.

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Ciocca, Eller Christina. « Organizational Effects on Bachelor's Degree Completion for the New Majority ». Thesis, 2019. https://doi.org/10.7916/d8-74ny-f431.

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Higher education in the United States has experienced a revolution over the past half-century, with more students of color and low-income students attending college than ever before. This compositional change has emerged in parallel with an exponential expansion of the higher education sector, both in its size and variety. As a result, racially-diverse and less-resourced students attending public and for-profit commuter colleges, rather than white, high-resource students attending private residential colleges, comprise today’s “new majority” of college enrollees. Yet despite new majority students' increase in college attendance, many such students arrive at college underprepared to succeed and the colleges they attend are ill-prepared to receive them. This dissertation investigates the tensions produced by the expansion and diversification of the higher education sector in the United States, analyzing how organizational characteristics and practices, shaped by institutional and cultural arrangements (e.g. normative accountability and race- or class-based discrimination), impact inequality in individual outcomes by race and socioeconomic status. The empirical context for this work is a large, urban, public university system that I refer to as, “Metropolitan University,” which includes 11 baccalaureate-granting colleges that share many structural and compositional similarities with the colleges attended by the majority of enrollees in the United States. Using a combination of longitudinal administrative records, longitudinal interview data, and information from the Integrated Postsecondary Education Data System (IPEDS), together with core insights from the literatures in stratification, organizations, and the sociology of culture, this dissertation shows that higher education organizations independently play an appreciable role in producing inequality in students' bachelor's degree (BA) completion outcomes. I arrive at this core finding through three papers that draw on distinct data sources, analytical strategies, and theoretical lenses to evaluate BA completion outcomes in the Metropolitan University context. In the first paper, I argue that the rise of accountability standards in higher education unintentionally has obscured the role of colleges and universities in producing unequal student outcomes. Using longitudinal administrative data and fixed-effects estimation strategies, I show that statistical measures that isolate the independent effects of colleges on student outcomes often yield very different understandings of effectiveness than measures required by federal agencies or produced by the popular press. Once I employ more appropriate statistical strategies, I find unexpected variation in college effects across the university system as well as heterogeneous effects given students’ racial background, family income, and transfer-in status. In the second paper, I show that academic factors such as students' success in passing initial “gateway” coursework and the field of study trajectories colleges shape correlate strongly with college effectiveness and provide an initial explanation of differences in college performance. Yet longitudinal interview data collected at three colleges within the system during one academic year, allow me to identify other explanatory mechanisms. Specifically, in the third paper, I examine interactions between students’ belief systems concerning the meaning and value of higher education, the symbolic boundaries they create to separate themselves from dropouts, and their socio-academic experiences during the first year of college. Belief-boundary interactions contribute to students’ discrepant outcomes, though not as powerfully as students' field of study pathways and the support they receive from college advisors. Together, these three papers work to connect micro-, meso-, and macro- levels of analysis, illustrating the extent of individual and group-based inequality in higher education while also acknowledging and interrogating the organizational and institutional structures that produce it.

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De, Witt Delano Errol. « The views of management on affirmative action in Telkom SA Ltd ». 1996. http://hdl.handle.net/10500/17990.

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The success or failure of implementing affirmative action lies with the management of enterprises. This research - based on a literature study, questionnaires completed by 200 respondents and the researcher's model for the implementation of affirmative action - focuses on management's views on aspects of importance for affirmative action to succeed in the enterprise. From the views of management it is clear that • the more closely affirmative action impinges on the career expectations of the current incumbents, the more resistance and non ownership can be expected • the affirmative action message must be communicated sincerely and positively • diversity management must change drastically to focus on educating persons to understand not only themselves, but also others of different backgrounds, race, gender, skills, persuasion and experience • the enterprise needs to accelerate the process to identify potential, training and development processes as well as performance coaching of disadvantaged groups Meeting the above challenges, will require mutual trust, respect and communication.
Summaries in English and Afrikaans
Die bestuur van ondernemings bepaal die sukses of mislukking by die implementering van regstellende optrede. Die navorsing - gebaseer op 'n literatuurstudie, vraelyste ingevul deur 200 respondente en die navorser se model vir die implementering van regstellende optrede - fokus op bestuur se menings aangaande aspekte van belang vir die sukses van regstellende optrede in die onderneming. Vanuit bestuur se menings is dit duidelik dat • hoe grooter inbreuk regstellende optrede maak op die beroepsverwagtinge van die huidige bekleers, hoe sterker weerstand en nie-eienaarskap kan van hulle verwag word • die regstellende optrede boodskap moet eerlik en positief gekommunikeer word • die bestuur van diversiteit se fokus drasties moet verander om individue te leer om nie net hulself nie, maar ook ander van verskillende agtergrond, bevolkingsgroep, geslag, vaardighede, oortuigings en ondervinding te verstaan • die onderneming die prosesse moet versnel wat betrekking het op die identifisering van potensiaal, opleiding en ontwikkeling asook prestasierigleiding van die benadeelde groepe Ten einde aan bogenoemde uitdagings te voldoen, sal wedersydse vertroue, respek en kommunikasie vereis
Economics and Management Sciences
M.Com. (Business Management)

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Kola, Malose Isaac. « Managing employment equity in South Africa ». Thesis, 2012. http://hdl.handle.net/10500/8839.

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South African universities have embarked upon a wide range of initiatives to foster and acclimatise to new social development needs of the society. A significant area of change involved implementation of employment equity. This study investigated the manner in which universities manage employment equity.The composition of staff in higher education institutions fails to reflect the demographic realities of South Africa.As a result, black people and women are still severely under-represented, especially in senior academic management positions. Universities are slowly, but steadily redirecting their student bodies and staff to reflect the demographics of South African society applying fragmented effort and piecemeal approach. The “as is” statistical reports obtained from the Department of Labour were used to substantiate the progress being made in the selected universities. Quantitative research methods were employed to collect data. University of Pretoria, University of Witwatersrand, and Free State University were selected as the population and the academic managers (Heads of Departments, Directors of Schools, and Deans of Faculties) as the sample of the study. The study finds that white males still dominate in the universities and white females are adequately represented, particularly in the professional and academic categories. The academic managers responded less positively on retention strategies for academic staff, especially for the designated groups and the functionality of employment equity awareness campaigns. The study also outlined the success of employment equity factors that the academic managers indicated, such as their loyalties to the institutions, prospects of career development, and collegial relations. The study recommended proficient leadership to drive the employment equity process, development of employment equity strategy with reasonable goals, diversity management, retention strategy, and vigorous employment equity awareness.
Educational Leadership and Management
D. Ed. (Education Management)

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Neves, Rita Oliveira. « Imigração, a realidade dos trabalhadores imigrantes e a diversidade cultural nas organizações - Revisão de literatura ». Master's thesis, 2020. http://hdl.handle.net/10316/94563.

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Dissertação de Mestrado Integrado em Psicologia apresentada à Faculdade de Psicologia e de Ciências da Educação
A presente revisão de literatura pretende focar-se em dois temas que estão interligados e se mostram relevantes na atualidade: a imigração e a diversidade cultural. Na realidade, a imigração sempre foi um tema controverso na história das sociedades humanas e, mais recentemente, na história dos estados-nação, sendo mesmo possível afirmar que a imigração é um dos temas que define a nossa atualidade. Por outro lado, o estudo da diversidade cultural, e da sua gestão na sociedade e nas organizações, também ganha importância e relevância com o aumento da globalização e do movimento de pessoas entre países.A atualidade e importância dos tópicos da imigração e da diversidade cultural têm contribuído para um estudo aprofundado do impacto destes fenómenos e de como fazer uma gestão adequada destes tanto a nível social, do mercado de trabalho e dentro das organizações. As pessoas tendem a ver a imigração como uma ameaça e os trabalhadores imigrantes enfrentam diversas barreiras e desafios para conseguirem entrar e adaptar-se ao mercado e local de trabalho, incluindo preconceito e discriminação. Finalmente, com a imigração e o aumento do movimento de pessoas entre países, as organizações tendem a tornar-se mais diversas, o que coloca a problemática de como gerir esta diversidade e qual o seu impacto. Esta revisão de literatura pretende, de forma concisa, abordar os tópicos acima referidos, ajudando também a apresentar respostas aos problemas levantados e a perceber o que falta explorar na literatura.
This literature review aims to explore two topics which are related and show themselves relevant today: immigration and cultural diversity. Should be noticed that immigration has always been a controversial theme in the history of human societies and, more recently, in the history of nation-states, making it possible to say that immigration is a topic that defines our present time. On the other hand, the study of cultural diversity and its management in society and organizations gains importance and relevance with the increase of globalization and the movement of people across countries.The current and important issues of immigration and cultural diversity have contributed to an in-depth study of the impact of these issues and how to manage them in a proper way at different levels: social, labour market and organizational. People tend to see immigration as a threat and immigrant workers face a variety of barriers and challenges when trying to enter and adapt to the labour market and workplace, including prejudice and discrimination. Finally, with immigration and the increase in the movement of people between countries, organizations tend to become more culturally diverse, which poses the challenge of how organizations should manage this diversity and what is its impact. This literature review intends, in a concise way, to address the issues mentioned above, as well as present some answers to these problems and help understand what the challenges are and what remains to be explored in the literature.

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Mekwa, Makupu Sylvia. « The implementation of employment equity in the public service with specific reference to the Department of Justice and Constitutional Development ». Diss., 2012. http://hdl.handle.net/10500/8109.

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The Employment Equity Act, No 55 of 1998 forms part of the transformation legislation aimed at promoting equity and eliminating discriminatory and unfair treatment in the workplace. This Act was promulgated more than ten years ago, and its positive impact has to be measured in terms of its contribution to the conduciveness of the work environment. The aim of this study is to enhance measures for effective implementation of an Employment Equity Programme (EEP) in the Public Service, with specific reference to the Department of Justice and Constitutional Development. The ultimate aim is to identify Employment Equity (EE) measures that will benefit management and employees in enhancing individual performance and productivity. The study focuses on perceptions of employees on how they perceive EEP. As the study progressed it became equally important to determine the alignment and contribution of EEP on Departmental strategic objectives. The results and recommendations will be shared with the Department of Justice and Constitutional Development with a view to ensuring that its EEP is aligned to its strategic objectives, and adds value to service delivery.
Public Administration & Management
M.P.A.

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Hlongwane, Paulus. « The implementation of affirmative action policy within the Pretoria District of the South African Police Service ». Diss., 2013. http://hdl.handle.net/10500/9849.

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The primary aim of this study was to investigate the implementation of the affirmative action policy within the Pretoria district of the South African Police Service. There is a need to examine and understand how the SAPS remove unfair discrimination in recruitment and selection processes in the implementation of affirmative action measures. Prior to 1994 the South African Police Force was male dominated and racism was fully institutionalised. Black people (Africans, Indians and coloureds), women and disabled people were marginalised and denied appropriate employment and advancement opportunities. The focus of the study was to identify challenges or problems encountered by the SAPS during the implementation of affirmative action policy; propose the strategies through which the SAPS can address discrimination in personnel staffing processes; and to assess and describe the criteria utilised by the SAPS in identifying the beneficiaries of affirmative action. The study includes the survey of international and national literature on the implementation of affirmative action. The study was conducted at 35 police stations within the district of Pretoria. The survey questionnaires were distributed to the respondents whereby three hundred and seventy (370) returned completed questionnaires, meeting the required sample figures. The respondents were selected by using a quota sampling. Qualitative research methodology was utilised in the interpretation and analysis of data. In addition, data was also collected through the documentary study. The major findings of this study illustrated that job requirements and responsibilities are seldom adjusted to accommodate disabled people. The communication of affirmative action policy is seen by respondents as being problematic. Respondents believe that affirmative action discriminates against certain groups within the disadvantaged groups. The research has divulged that the usage of interviews and involvement of supervisors in interview panels would minimise unfair discrimination in the allocation of promotional positions. Diversity management is not fully implemented to support affirmative action. People of all races are not employed to positions on the basis of their qualifications, experience and competencies as they deserve. The SAPS does not consider academic qualifications as criterion in the allocation of promotions.
Public Administration & Management
M. Admin. (Public Administration)

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Thèses sur le sujet « Diversity management. Discrimination »

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