Global diversity management : an evidence-based approach / Mustafa F. Özbilgin and Ahu Tatlı.

Format:

Book

Author/Creator:

Özbilgin, Mustafa.

Contributor:

Tatli, Ahu.

Simon Nelson Patten Fund.

Language:

English

Subjects (All):

Diversity in the workplace.

International business enterprises--Personnel management.

International business enterprises.

Physical Description:

xiv, 482 pages : illustrations ; 24 cm

Place of Publication:

Basingstoke [England] ; New York : Palgrave Macmillan, 2008.

Summary:

Only by understanding diversity can businesses achieve equality and cohesion in the workplace. Global Diversity Management assimilates extensive original research into a groundbreaking critical framework. The authors have developed an evidence-based approach that remains context-sensitive, identifying areas of convergence and difference between the USA, Canada, the European Union, Japan and Australasia. International case studies document the importance of diversity, the methodology for skilled diversity management and the benefits for individuals and organizations alike.

By providing tools for the analysis of diversity management this book prepares students to respond dynamically to the challenges of the workplace. The result is a comprehensive real-world perspective on diversity in competitive organizations.

Contents:

1.1 Diversity management debate: definition, dissent and development 1

1.2 Global diversity management: from practice to theory 7

Part I Framing Global Diversity Management

2 Theory of Global Diversity Management 17

2.2 What is global diversity management? 18

2.3 National effects 22

2.4 Discourse effects 24

2.5 Sectoral effects 25

2.6 Organizational effects 25

2.7 Individual effects 34

3 Global Diversity Management: The Case of Japan 38

3.2 The case study methods 39

3.3 The case of a global car manufacturing company 41

Appendix A Speeches by senior officers of Nikkeiren about their commitment to diversity 52

Appendix B Interview schedule for the global diversity management case study 56

Part II National and Discourse Effects

4 Diversity Management at the National Level 61

4.2 State of the Nation: diversity management 62

4.3 Drivers for diversity management: macro-level 63

4.4 Diversity management policy and practice in UK organizations: meso-level 68

4.5 Diversity and equality officers as agents of change: micro-level 71

4.6 Political and multistakeholder context of diversity management 75

Appendix A Profile of the respondents 78

Appendix B Questionnaire for the State of the Nation study 80

5 Policy and Practice of Diversity Management at the National Level: Tackling the Gender Pay Gap 109

5.2 Monitoring and tackling the gender pay gap 110

5.3 The business case for a diagnostic equality check 115

5.4 Existing models of and approaches to an equality check 116

Appendix A Summary of currently available tools 127

Appendix B Interview schedule for potential users 145

Appendix C Interview schedule for providers 147

6 Diagnostic Equality and Diversity Checks 151

6.2 Identifying and surveying the stakeholders of diagnostic equality checks 152

6.3 What makes a diagnostic check successful? 155

6.4 Views on a diagnostic equality check 171

Appendix A Table of research participants 197

Appendix B Draft Diagnostic Equality Check 200

7 Discourses of Diversity Management: Telling the Story of Diversity Management 225

7.2 Storytelling 226

7.3 Methods 229

7.4 The academic subfield of diversity management 230

7.5 The cultural subfield: social culture and diversity management 231

7.6 The institutional subfield of diversity management 234

7.7 The business subfield of diversity management 239

7.8 Popular and unpopular stories of diversity management 245

Part III Sectoral Effects

8 The Case of Private Sector Recruitment Agencies 253

8.2 The unique case of the recruitment sector 254

8.3 Conducting research in the recruitment sector 256

8.4 Private sector recruitment agencies in the UK 260

8.5 The REC's role in shaping the equality and diversity agenda 270

8.6 The state of equal opportunities in the sector 277

8.7 Key factors predicting equality perspectives of agencies 286

8.8 Equality initiatives and trends 295

8.9 Policy implications 311

Appendix A Diversity interview schedule 318

9 The Case of Work Placements in the Creative and Cultural Industries 323

9.2 Conducting research in the creative and cultural industries 324

9.3 Work placement practices within the creative and cultural industries 327

9.4 Work placement practice within the creative and cultural industries in London-based HEIs: analysis of the study findings 340

9.5 Policy recommendations 349

Appendix A State of the creative and cultural industries in the UK 353

Appendix B Interview schedule - higher education institutions 356

Appendix C Interview schedule - host institutions 359

Appendix D Interview schedule - students 361

Part IV Organizational and Individual Effects

10 The Organizational Level: The Case of a Global Automobile Manufacturing Company 367

10.2 Description of the company 368

10.3 Organizational structures of diversity management 372

11 Individual Effects: The Agency of the Diversity Manager 389

11.2 Diversity managers as professionals 390

11.3 Models of change agency 392

11.4 Diversity managers in organizational change: a proposed framework 399

12 Individual Effects: The Case of a Global Automobile Manufacturing Company 417

12.2 Researching the agency of diversity managers 418

Appendix A Diversity interview schedule 432

13 The Challenges Facing Global Diversity Management 441.

Notes:

Includes bibliographical references (pages 445-469) and index.

Local Notes:

Acquired for the Penn Libraries with assistance from the Simon Nelson Patten Fund.

ISBN:

1403996105

9781403996107

OCLC:

222250631

Online:

Contributor biographical information

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