The Dynamics of Managing Diversity, Second Edition

Cover......Page 1
The Dynamics of Managing Diversity: A Critical Approach......Page 4
Contents......Page 6
Acknowledgements......Page 10
About the authors and contributors......Page 12
Exhibits......Page 13
Background to the book......Page 14
What is diversity?......Page 15
The British and European diversity contexts......Page 16
The social construction of inequalities......Page 18
The social construction of identity......Page 20
The book's contents......Page 21
Using the book......Page 22
References......Page 23
PART ONE: CONTEXTS AND CONCEPTS......Page 24
Introduction......Page 26
Patterns and trends in women's employment in the UK......Page 27
Employers’ demand for labour......Page 29
Women’s choices and preferences......Page 30
Defining race and ethnicity......Page 33
Historical background......Page 34
Contemporary minority ethnic employment trends and patterns......Page 35
English language, education and qualifications......Page 37
Ethnic differences in women’s employment......Page 38
Research data......Page 41
Employment and unemployment levels among disabled people......Page 42
Occupations and industries......Page 43
Ageism......Page 45
Older people’s employment patterns......Page 46
Training and education......Page 47
Older women’s employment......Page 48
Discrimination in recruitment and promotion......Page 50
Access to employee benefits......Page 51
Patterns and trends in women’s employment......Page 53
Minority ethnic employment patterns and trends......Page 55
Workers with disability......Page 57
Older workers......Page 58
Lesbian and gay workers......Page 59
Further reading......Page 61
References......Page 62
Introduction......Page 66
The neoclassical approach to explaining occupational segregation......Page 67
Supply-side arguments......Page 68
Demand-side arguments......Page 69
Labour segmentation explanations for occupational segregation......Page 71
Gaps in the evidence......Page 73
Questions that still remain......Page 74
Feminist/gender theories......Page 76
Patriarchy......Page 77
Attitudes......Page 78
Ascribed and achieved identities......Page 81
Connecting race and gender......Page 85
The sexuality of the workplace......Page 86
Recognition of diversity within social groups......Page 87
Conclusion......Page 88
Further reading......Page 91
References......Page 92
Introduction......Page 96
A 'new' approach to organizational analysis......Page 97
Understanding organizational culture......Page 98
The hegemony of organizational culture......Page 99
The gender hierarchy......Page 101
Gendered organizational practices......Page 103
Minority ethnic workers in organizations......Page 106
Lesbians and gay men in organizations......Page 110
Disability in organizations......Page 113
Older people in organizations......Page 117
Conclusion......Page 121
References......Page 122
Introduction......Page 126
What is equality?......Page 127
The liberal approach......Page 128
The radical approach......Page 130
Linking liberal and radical approaches......Page 131
A critique of liberal and radical equality approaches......Page 132
The equality agenda 1990s: diversity approaches......Page 136
A critique of diversity approaches: What is distinctive about a diversity approach?......Page 140
The exploitation of ‘difference’?......Page 141
Neglecting the realities of unfair discrimination......Page 142
Can an individualized business case be made?......Page 144
How can equality and diversity be theorized in the 2000s?......Page 145
An integration of approaches......Page 146
Conclusion......Page 148
Further reading......Page 149
References......Page 150
PART TWO: POLICY AND PRACTICE......Page 154
Introduction......Page 156
Public policy......Page 157
Approaches to discrimination law – equality or diversity?......Page 158
Different approaches......Page 159
Brief background......Page 161
Impact on other forms of discrimination......Page 162
Discrimination legislation in Britain......Page 163
Race discrimination......Page 165
Disability discrimination......Page 166
Discrimination on grounds of religion or belief......Page 167
The definition of discrimination – direct, indirect, victimization and harassment......Page 168
Intention or motivation......Page 171
When is discrimination lawful?......Page 172
Positive action......Page 173
Remedies......Page 174
Impact of the law......Page 176
Age discrimination......Page 177
Promoting equality......Page 178
Positive discrimination......Page 179
Conclusion......Page 181
Further reading......Page 182
References......Page 183
Introduction......Page 185
Trade union objectives......Page 186
The origins of the trade unions and their agendas......Page 188
Contemporary union membership patterns......Page 190
Collective bargaining coverage......Page 192
Bargaining for equality and diversity......Page 193
Trade union approaches to equality/diversity......Page 195
Conceptualizing equality/diversity bargaining......Page 196
Pay/benefits discrimination and pay equity......Page 198
Job access/security......Page 199
Organizational cultures/structures......Page 200
Internal equality and diversity......Page 202
Striving for equality......Page 203
Reserved seats on governing bodies......Page 204
New approaches to conducting union business......Page 205
Trade union education......Page 206
Conclusion......Page 207
References......Page 208
Introduction......Page 211
Policy orientations......Page 212
The business case......Page 214
Organizational policies......Page 218
Equality and diversity policy and practice......Page 219
Recruitment and selection......Page 221
Training and development......Page 222
Terms and conditions of employment......Page 223
Monitoring and auditing......Page 224
Tensions within policy orientations......Page 226
Limitations of policy levers......Page 228
The role of key organizational actors......Page 231
Conclusion......Page 234
References......Page 235
Introduction......Page 238
An exploration of HRM......Page 239
A normative model......Page 240
Analysis of Guest's (1987) dimensions of HRM......Page 242
Strategic integration......Page 243
Commitment......Page 246
Flexibility......Page 247
Quality......Page 249
Gap between rhetoric and reality......Page 251
Dangers of the business case......Page 252
Valuing women’s difference......Page 254
Conclusion......Page 255
Review and discussion questions......Page 258
References......Page 259
Introduction......Page 264
Policy on citizenship and immigration......Page 265
Policy on family and work–life balance......Page 273
Policy on young and older workers......Page 277
Policy on disabled workers......Page 279
The rise of European racism......Page 282
The continuing gender regime......Page 283
Trade unions and equality bargaining......Page 286
Conclusion......Page 291
Further reading......Page 293
References......Page 294
PART THREE: SUMMARY......Page 298
Introduction......Page 300
Continuation of the white, male norm......Page 301
Group focus......Page 304
Broadening the agenda of the business case......Page 305
Integrating equality and diversity approaches......Page 306
A new model of work......Page 307
References......Page 309
E......Page 310
M......Page 311
W......Page 312
D......Page 314
E......Page 315
L......Page 317
O......Page 318
S......Page 319
W......Page 320
Y......Page 321