Browse by title

You are looking at 1 - 10 of 233 items :

  • Business 2010 and before x
  • Diversity and Management x
  • Human Resource Management x
Clear All
This content is available to you

Edited by Lize A.E. Booysen, Regine Bendl and Judith K. Pringle

You do not have access to this content

Edited by Lize A.E. Booysen, Regine Bendl and Judith K. Pringle

Equality, diversity and inclusion (EDI) have become features of organizations as a result of both legal and societal advances, as well as neoliberal economic reasoning and considerations. Current research approaches frequently fall short of addressing the challenges faced in EDI research, and this benchmark Handbook brings up to date coverage of research methods in EDI, and advances the development of research in the field.
This content is available to you

Adelina M. Broadbridge and Sandra L. Fielden

You do not have access to this content

Edited by Adelina M. Broadbridge and Sandra L. Fielden

This unique Research Handbook covers a wide range of issues that affect the careers of those in diverse groups: age, disability, gender, race, religion, sexuality and transgender, as well as appearance. International experts from a variety of backgrounds contribute chapters in their given fields, reviewing current thinking, practices, initiatives and developments within the field, as well as presenting a wide-ranging and holistic coverage of the topic.
You do not have access to this content

Lize A.E. Booysen, Gwendolyn Combs and Waheeda Lillevik

This chapter compares workplace equality legislation regarding marginalized groups, such as women, persons with disabilities, LGBTQ identity and racial/ethnic populations in Brazil, South Africa and the USA. It also contrasts these policies against each nation’s historical, social, political and legal contexts, and outlines future directions. These three countries share similar historical experiences in the positioning of power differentials between ruling classes, indigenous groups and those subjugated to legacies of inequality. In Brazil and the US the legacy of slavery endures, and in South Africa the vestiges of apartheid remains. All three countries still battle the influences of these measures on equity, diversity and inclusion of racial/ethnic and gender groups, and continue to struggle with the outcomes of everyday experiences of equality. Legislation aimed at anti-discrimination, promoting gender equality, disability and racial ethnic diversity varies between the countries, but is in existence. The concept of affirmative action is employed in each country in varying forms. Brazil imposes specific quotas for the employment of the disabled and women in certain areas. South Africa also has established quotas in the employment and training of designated groups – blacks, coloreds, Indians, women and the disabled – and in ownership, shareholding. Conversely, in the USA, affirmative action is used as a mechanism for achieving equality for racial/ethnic minorities, women and persons with disabilities, and quota systems are considered unconstitutional.

You do not have access to this content

Lourdes Susaeta, Paula Apascaritei, Esperanza Suárez Ruz, Isis Gutiérrez-Martínez, Sandra Idrovo Carlier and José Ramón Pin Arboledas

In this chapter, we analyze the relationship between the phenomenon of adultism, as one possible factor in youth discrimination, and its effect on youth unemployment. Our review is a cross-country comparative study of Mexico, Colombia and Spain. This chapter provides explanations and analyzes differences in youth unemployment in terms of educational attainment and experience, as well as country-level economic conditions. Firms and policy makers will face the challenge of optimally managing the diverse population predicted to be active in the labor market in future years and the related challenge of avoiding ageism in the workforce.

You do not have access to this content

Isabel Metz, Eddy S. Ng, Nelarine Cornelius, Jenny M. Hoobler and Stella Nkomo

This chapter assesses the adoption and implementation of multiculturalism across Australia, Canada, the UK, the US and South Africa (the “Anglo bloc”), all of which receive a large number of immigrants. Australia and Canada espouse an official multiculturalism policy, and encourage their citizens and immigrants to adopt each other’s culture. The US does not have an official multiculturalism policy and follows an assimilation approach (“melting pot”) to immigration acculturation, but implements affirmative action to support racial minorities in education and employment. The UK and South Africa also do not have an official multiculturalism policy. They fall somewhere between Australia/Canada and the US on the immigrant acculturation continuum. The UK is heavily influenced by EU directives, and has strong anti-discrimination laws to compensate for a lack of multiculturalism policy. South Africa is a special case, where blacks are indigenous rather than immigrants. It has strong affirmative action policies, but they do not apply to those who attain citizenship after 1984. The emphasis is on the economic empowerment of previously disadvantaged groups. The chapter also updates the 2010 Multiculturalism Policy Index (MPI) with data from South Africa.

You do not have access to this content

Terry A. Nelson, Kori Callison and Allison Freswick

The insufficient representation of women on boards continues to be a much-discussed topic globally. Many countries are taking note of this deficiency and are implementing laws and corporate governance to increase women’s presence on boards. Norway was the first country to champion this cause, and put legislation in place in 2003 to politically pressure companies to achieve 40 percent gender equality in boardrooms. Other countries have followed suit, utilizing an array of approaches to achieve diversity objectives. Research suggests that obtaining a critical mass of females (three or more) on corporate boards may have beneficial outcomes, such as encouraging strategy that focuses on organizational practices and policies. These policies may include human resource policies that support working women and mothers. We take a comparative look at whether a mandate of boardroom gender equality in five European countries (France, the Netherlands, Denmark, Belgium, and Italy) suggests a link between critical mass and decision-making as it relates to HRM policies. Although the potential of critical mass to help employees with work–life concerns seems promising, the possible limitations and ramifications of obtaining a critical mass of women are also discussed.

You do not have access to this content

Lize A.E. Booysen and Heather Wishik

This chapter compares lesbian, gay, bisexual, transgender and queer (LGBTQ) rights, politics and workplace inclusion in South Africa (SA) and the USA. We explore the histories, backgrounds and legal landscapes of LGBTQ rights, and highlight relevant trends and current issues pertaining to LGBTQ issues in the two countries. We utilize Reynaud’s theory of social regulation (1979) to analyze social regulation involved in LGBTQ equal opportunities and inclusion, in historical, current coalitions and political debates in the two countries. We conclude that SA has a higher level of national control regulation than the USA, with more laws of national scope in place creating a broad pattern of progressive legislation towards LGBTQ equality. Regarding the autonomous societal rules activated spontaneously by actors, we conclude that the USA has taken the lead over SA in the relatively widespread acceptance of LGBTQ people in American society and in broad voluntary employer action. We found there is no straight line of progress in advancing LGBTQ rights, in either the USA or SA. We recommend that SA should build stronger cooperative ties beyond Africa to increase gay and lesbian social acceptance and to prevent anti-gay and lesbian violence. In the USA more formal regulation at the federal level is needed, where federal law addresses full LGBTQ rights and where federal court decisions affirm rights to constitutional equal protection in all arenas of life.

You do not have access to this content

Sabine Bacouël-Jentjens and Liza Castro Christiansen

Adopting a two-level framework of diversity management analysis, we show how the concept of diversity management and its corresponding policies and practices differ in diverse country-specific environments, namely Denmark and France. We refer in this exploratory study in a Danish and a French company to two interrelated levels: macro-social and meso-organizational. By examining the field of diversity management as a multilayered phenomenon, we offer empirical insights into how distinct diversity discourses can develop in different national settings, and in which ways macro-level discourses may influence meso-level perceptions of diversity and practices of diversity management. We show that diversity discourses from the macro level help explain whether companies adopt a rights-based approach of equal opportunities to diversity management aimed at reducing discrimination and group-based disadvantages or a mainstream approach with emphasis on the “business case,” focusing on performance-related outcomes of diversity.