Reconceptualising diversity management from a paradox lens
Bibliographic Data
| ID | 6058905 |
|---|---|
| Authors | Stina Rydell Brøgger (0000-0003-1455-8489, Aarhus University), Maria Dahl Andersen (0000-0003-0110-6758, Aarhus University) |
| Year | 2024 |
| Volume | 43 |
| Issue | 4 |
| Pages | 656-669 |
| Publication date | 2024-05-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Equal Opportunities International (JOURNAL) |
| Journal identifiers | ISSN: 1758-7093 • E-ISSN: 2040-7149 |
| Publisher | Emerald (PUBLISHER) |
| DOI | 10.1108/edi-01-2023-0029 |
| OpenAlex | W4389430526 |
| Language | EN |
| References cited | 58 |
Purpose Since the 1980's, diversity management (DM) has been regarded as a relevant scholarly and practical endeavour laden with different and often contrasting rationales and conceptualisations. In this regard, the current literature on DM largely differentiates between two overarching approaches – the instrumental and the critical approach with varying conceptualisations and underlying understandings of DM. The purpose of this paper is to discuss how a paradox lens can be utilised to bridge existing understandings of diversity management. Design/methodology/approach The authors aim to discuss the current state of DM literature and reconceptualise DM from a paradox lens. Findings The authors argue that the use of a paradox lens on DM allows for challenges to be brought forward instead of ignored or hidden away by illuminating and actively acknowledging both the liberating but also the challenging and oftentimes constraining experiences for the actors involved. Thus, a Paradox lens offers space for embracing and utilising paradoxes when working with diversity. Originality/value Diversity management is no new concept in the field of human resource management and several scholars argue that the longstanding divide between the instrumental and critical approach remains problematic and limiting for the practice of DM. Hence, the value of reconceptualising DM from a paradox lens lies in bridging the two approaches in order to give way to viewing DM as a nuanced, dynamic and multifaceted practice that can accommodate complexity and contradictions in new and potentially beneficial manners
Biology · Diversity management · Sociology · Through-the-lens metering · Anthropology · Gender Diversity and Inequality · Gender Politics and Representation · Work-Family Balance Challenges
Toward a Theory of Paradox
Organizational Change and Managerial Sensemaking
Alternative diversity management
Microfoundations of Organizational Paradox
Beyond the business case
Contradictions, Dialectics, and Paradoxes in Organizations
The Paradox of Diversity Management, Creativity and Innovation
A Common Good Perspective on Diversity
Reconciling Competing Discourses of Diversity? The UK Non-Profit Sector Between Social Justice and the Business Case
Managing diversity through human resource management
Deconstructing Difference
Cultural Diversity at Work
Workforce Diversity in the New Millennium
Diversity management
Special Review Article
Challenging the cross-national transfer of diversity management in MNCs
Many diversities for many services
Shadows and light
(Mis)managing diversity
Human resource practitioners as sexual harassment commissioners
Diversity management as navigation through organizational paradoxes
Taming diversity
The fatal flaws of diversity and the business case for ethnic minorities
| Citation velocity | historical |
|---|---|
| Highly cited | No |