1,355,163 research outputs found
Recent developments in the equality and diversity agenda in the UK: the 'big society' under austerity
No full textThe UK labour market and society are characterized by a vibrant diversity generated by a combination of factors. These factors include migration associated with the country’s post- colonial legacy and to its more recent membership of the EU. It includes the relatively recent demographic shifts related to feminization of the labour market and with an ageing population. It also includes the increased visibility of religious and sexual minorities and of disabled people. Yet, inequalities and disadvantage continues to persist
for members of some demographic groups spanning gender, ethnicity, age, disability and sexuality. Confronting discrimination in UK workplaces, in common with other coutries, has been based on a combination of regulatory pressure, derived from a variety of
civil society pressures, and of voluntary measures introduced by employers, based upon business- case arguments about the potential benefits of promoting a diverse workforce representative of the social demographic characteristics of the local labour market and customer base. The equilibrium of this balance has not developed evenly and incrementally, however. As Dickens (2007) notes, there has never been a consensus over the extent of what is desirable with regards to equality and diversity, nor the means by which this consensus should best be achieved,The equilibrium that UK equality and diversity at work appeared to have settled at, has been disrupted as a consequence of the global financial crisis after 2008 and the subsequent election of a coalition government whose
policy agenda for ‘tackling the deficit’.
This chapter, as an update to the chapter by Tatli (2010), outlines the recent developments in equality and diversity at work in the UK. It begins with a brief summary of some key demographics and equality- related statistics. It then summarizes the key points
made in the 2010 UK chapter. The chapter then moves on to identify the key changes in relation to the above mentioned responses to the global financial crisis. Since the publication of the 2010 chapter, the key shift in the equality and diversity landscape in
the UK has been one of ideological and political rather than demographic, cultural or related to any notable shift in the dominant managerial discourse on the issue. As a result, equality and diversity has been radically reframed and resourced around the claims to an approach that pursues government austerity, but combined with a renewed focus on fairness, sometimes referred to in terms of a ‘big society’ agenda. This ideological shift – and its overspill into the framework of statutory rights on the issue – marks a significant change in UK approach to equality and diversity and, therefore, constitutes a key focus in this update chapter
CSR and leadership approaches and practices: a comparative inquiry of owners and professional executives
No full textThis study generates comparative insights into CSR approaches of owners and non-kin professional executives in an emerging country context, Turkey. Drawing on 61 interviews, we found that ownership status of the executive is crucial in shaping their CSR perceptions and practices. Owner-executives are empowered in pursuing CSR approaches based on their personal preferences and values; they have mostly societal aims. Professionals display tendency for company-related CSR practice; they exhibit greater knowledge of CSR, and their CSR initiatives are the results of strategic choices to enhance their power within the corporation. Our paper contributes to the debate on the drivers for CSR by accounting for both societal and individual influences on the CSR agency of these two key groups of executives. First, we develop a typology of CSR approaches of owners and professionals. Second, we provide insights from an emerging country context. Third, we present empirically grounded practice implications for CSR. <br/
Moving societies and immobile organizational practices: The winding road of diversity management in Italy
No full textIn Italy, a concern with diversity management arose considerably later than in other western countries. This was due to various factors: Italy's particular productive system, which is largely made up of small and medium-sized enterprises, the belated onset of the internationalization and diversification of work, and probably cultural features specific to Italy (Bombelli, 2010; De Vita, 2010). It is mainly in the past decade that the concept of diversity management has spread beyond a narrow circle of experts and entered the broader academic debate and firms, where diversity-orientated personnel management initiatives have begun to gain ground, albeit sporadically and slowly, and to very different extents across the country (Barabino et al., 2001; Bombelli, 2003; Castellucci et al., 2009; Cocozza, 2010; Mauri and Visconti, 2004; Visconti, 2007). The main factors behind the diffusion of this approach have been: the growing presence of the multinationals and the spread of international cooperation agreements that imply intercultural management (Ambrosini, 2001; Decastri, 1993); the progressive feminization of the labour market and the growing female presence in traditionally masculine sectors (Bombelli, 2000; Gherardi and Poggio, 2007); the demands made by individuals of organizations regarding self-realization and a better balance between work and private life (Cuomo and Mapelli, 2007; Piazza et al., 1999); and the recommendations and financial support of the European Union (EU)
Employment equality and diversity management in a Russian context
No full textDiversity management (DM) has been identified as a 'new paradigm' to address the demographic diversity of the workforce (Tatli et al., 2012, p. 1). Over the past two decades, the terms 'diversity' and 'diversity management' have travelled globally as transnational organizations and institutions have sought to introduce them in a range of settings. However, Calas et al. (2009, p. 349) remind us that what is meant by these terms in different national and cultural contexts may vary. Increasingly there has been recognition of the importance of national histories and social, cultural, economic, political and legal equality trajectories which have preceded the arrival of DM (Tatli et al., 2012). Klarsfeld (2010, p. 1) suggests the way forward on understanding DM should be 'to restore diversity to its national contexts'. Shen et al. (2009) point to the urgent need to extend research on 'diversity management' to its diffusion and translation in transitional and developing economies. This chapter considers DM in the Russian Federation (hereafter referred to as Russia) following the dissolution of the Soviet Union and the creation of the Russian Federation in 1991 (Domsch and Lidokhover, 2007). Russia's size, unique history, diverse population, fast-growing economy and increasing penetration by multinational companies (MNCs) over the past two decades (Zavyalova et al., 2011) make it a fascinating example of a transitional economy
Going Beyond Counting First Authors in Author Co-citation Analysis
No full textThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Understanding the Agency of Diversity Managers: A Relational and Multilevel Investigation.
No full textPhDThis thesis aims to provide a critical realist account of diversity managers' agency,
incorporating a critique of the existing diversity management research. A multilevel and
relational analytical framework is offered in order to understand diversity managers'
agency. The framework interpreted and operationalised Bourdieu's key concepts,
`field', `habitus', `capitals' and `strategies' in the organisational context, for exploring
and explaining macro, meso and micro level influences on the agency of diversity
managers.
The macro-social field of diversity management is mapped out by analysing data from
an online national survey completed by diversity managers in the UK, and in-depth
interviews with diversity managers of large public and private sector organisations.
Then, findings of an extensive case study of Ford Motor Company, which includes
company documentation and interviews with the company's diversity managers, are
introduced to examine meso-organisational and micro-individual dynamics of diversity
managers' agency.
The analysis of the findings revealed that the agency of diversity managers is
multilayered and complex. Whilst the boundaries of this agency are drawn by the deeply
seated structures and mechanisms which are embedded in the fabric of social and
organisational lives, diversity managers own varying degrees of social, cultural and
symbolic capitals which are potential sources of power and influence, and they utilise
strategies in order to activate this potential and widen the scope of their agency.
The thesis addresses the limitations in diversity management literature, which are
associated with dualisms of agency and structure, and qualitative and quantitative
methods. It makes theoretical and methodological contribution by offering original
empirical evidence generated through a multi-method strategy and analysing diversity
managers' agency at the interplay of agentic and structural dynamics. It also offers
policy makers at organisational and national levels a realistic understanding of diversity
management processes that may inform design of more effective and progressive
policies and initiatives.School of Business and Management Queen Mary University
Variations on the Author
No full text“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
No full textWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
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