Ineffectiveness of diversity management: lack of knowledge, lack of interest or resistance?

Saba, Tania, Ozbilgin, Mustafa, Ng, Eddy, and Cachat-Rosset, Gaelle (2021) Ineffectiveness of diversity management: lack of knowledge, lack of interest or resistance? Equality, Diversity and Inclusion, 40 (7). pp. 765-769.

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View at Publisher Website: https://doi.org/10.1108/EDI-09-2021-374
 
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Abstract

[Extract] Societies have a moral and ethical obligation to ensure that historically underrepresented groups do not face discrimination and enjoy the same socioeconomic opportunities as majority groups. In the West, laws have been passed to address the discrimination that many demographic groups, including women, people of colour, persons with disabilities, mature workers and individuals who identify as Lesbian, Gay, Bisexual, Transgender, Queer, and Two-Spirit (LGBTQ2S þ) have long faced in the workplace. Over the past decade, the rhetoric around equity, diversity and inclusion (EDI) has intensified in various forums. The importance of EDI and the benefits of imprinting it on the DNA of organizations are being repeatedly and insistently touted. Policy makers, organizations, unions and civil society are actively working to institutionalize equity, diversity and inclusion norms and practices in the workplace.

Item ID: 72674
Item Type: Article (Editorial)
ISSN: 2040-7157
Copyright Information: © Emerald Publishing Limited
Date Deposited: 28 Feb 2022 23:03
FoR Codes: 35 COMMERCE, MANAGEMENT, TOURISM AND SERVICES > 3505 Human resources and industrial relations > 350503 Human resources management @ 100%
SEO Codes: 15 ECONOMIC FRAMEWORK > 1503 Management and productivity > 150302 Management @ 100%
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