Suchergebnisse

PurposeThe purpose of this paper is to report upon the "Diversity and equal opportunities" Special Interest Group of the Francophone Association of Research in Human Resource Management (AGRH), which held its first international conference on "Gender and diversity in organizations", at the ESCPEAP European Management School in Paris in January 2009.Design/methodology/approachEqual opportunity and diversity management are relatively recent research fields in Continental Europe, and particularly in France, however there were 95 conference participants who attended two plenary sessions, four workshops and one round table.FindingsSub‐themes were: diversity management and gender equality; Work‐life practices and equality policies between women and men; gender stereotypes and management; and women's and men's careers. The workshops covered: diversity management and gender equity; work‐life practices; women and men's careers; and social representations and stereotypes.Originality/valueThis paper provides an informative overview of the conference which was original in being co‐sponsored by The Emilie du Chatelet Institute – the first research network for developing and publishing research on women, sex and gender in France. The co‐sponsor was the IAE Gustave Eiffel (Business studies department of the Paris 12 University).

PurposeThe purpose of this paper is to provide a summary of a selection of the diversity‐related research presented at the Academy of Management's 2009 annual meeting.Design/methodology/approachThe annual meeting of the Academy of Management is the largest annual gathering of management scholars with more than 10,000 attendees. The meeting provides a forum for sharing research through multiple paper sessions, panels, symposia and workshops. From these sessions, 12 papers on gender and diversity were selected and summarized in this report.FindingsEmpirical evidence presented confirms that weight, gender, age and race‐based discrimination persist in organizations. At times, these strands of diversity interact with each other in a complex way, complicating the process of stigmatization. Critical papers called for more inclusive research and alternative approaches on gender tokenism, work‐life interface and migrants.Originality/valueThe papers summarized in this report offer new insights on dimensions of diversity previously explored and identify new avenues for future diversity research.

PurposeTo highlight the gender and diversity in organizations (GDO) division's conference program at the 66th Annual Meeting of the Academy of Management (AoM).Design/methodology/approachA select group of presentations are summarized based on observation, notes, discussions, and reading of material.FindingsAttempts to advance diversity are being made via a variety of avenues to include research, teaching, and service efforts. Presentations illustrated how important diversity is at the individual, organizational, and societal levels of analysis.Originality/valueThe GDO division of the AoM is making positive strides as it relates to advancing diversity. This report summarizes some of the key contributions made during this conference.

"This book elucidates the impact of gender identity and race within religious-based institutions and organizations that leaders will find useful in furthering their research related to inclusiveness and diversity in their respective roles"--

This research aims to improve an understanding of the lived experience of the gender diversity of respondents in the Pakistani context. It provides a rich description of the influence that gender diversity had on the organizational culture and the employees. Specific benefits anticipated by the organization, from implementation of gender diversity and related challenges were explored. In depth interviews were conducted with key personnel including HR managers assigned with a specific task to implement gender diversity across the organization. The findings reveal that a lot of concentrated efforts have been put in to eradicate the mental barriers within the system and also inculcate the culture of diverse sets of people, especially gender, allowing multiple and diverse opinions within the organization. Targeted efforts towards gender diversity have started showing its fruits; as such implementation has led to improved performance for the organizations and creation of job opportunities for the female gender, which may have been ignored earlier. Moreover, the organization strongly believes that ongoing efforts will yield better results. Therefore, focused efforts, initiatives and constant messages to change the mindset need to continue. The trustworthiness of the data will be established through triangulation and a chain of evidence has been established between the research objective, research questions and the interview data.

Environmental organizations play an important role in mainstream debates on nature and in shaping our environments. At a time when environmental NGOs are turning to questions of gender-equality and ethnic diversity, we analyze their possibilities to do so. We argue that attempts at ethnic and cultural diversity in environmental organizations cannot be understood without insight into the conceptualizations of nature and the environment that underpin thinking within the organization. Serious attempts at diversity entail confronting some of the core values on nature-cultures driving the organization as well as understanding the dimensions of power such as class, gender, and race that structure its practices. We study what nature means for one such organization, the Swedish Society for Nature Conservation, and the ways in which thinking about nature dictates organizational practice and sets the boundaries of their work with diversity in their projects on outdoor recreation. We base our analysis on official documents and interviews, analyze how ''diversity'' and ''gender-equality'' are represented in the material and reflect on the interconnections as well as the different trajectories taken by the two issues. Our study shows that the organization's understanding of nature is a central and yet undiscussed determinant of their work with diversity that closes down as much as it opens up the space for greater inclusion of minorities. We argue that for environmental organizations wanting to diversity membership, a discussion of what nature means for people and their relationships to each other and nature is vital to any such efforts.