Equality, Diversity and Inclusion at Work: A Research CompanionMustafa Èzbilgin Equality, Diversity and Inclusion at Work is certainly a recommended read for EDI scholars interested in both established and novel perspectives on the field. . . Practitioners, whether directly involved with diversity management or not, can also use this |
Contents
| 1 | |
| 15 | |
1 Effects of the experience of inequality exclusion and discrimination on scholarship | 17 |
reproducing gender inequity in academia | 27 |
researching worklife balance for women university staff in the UK and Japan | 41 |
4 The unwanted body of man or why is it so difficult for women to make it in academe? A feminist psychoanalytic approach | 57 |
PART II Reframing equality diversity and inclusion | 73 |
critical aspects for theory | 75 |
exclusive identity of foreign workers in South Africa | 216 |
17 Sex differences in coping with workhome interference | 229 |
more complex than we know | 245 |
people accounting in the workplace | 254 |
20 Trade union perspectives on diversity management | 265 |
towards an inclusive trade union democracy | 272 |
PART VI Equality and diversity interventions and change | 287 |
22 Inclusion and diversity as an intercultural task | 289 |
6 Reflections on researching inequalities and intersectionality | 88 |
7 Contextualising diversity management | 101 |
8 Exclusion inclusion and women entrepreneurs | 112 |
diversity meets social systems theory deconstructing binary and unfolding paradoxes | 120 |
10 The value of seeing gender as adoing | 136 |
PART III Sociology of equality diversity and inclusion | 147 |
gender mainstreaming managing diversity and the professionalisation of gender politics in Germany | 149 |
a queerintersectional reading of Frederick W Taylors The Principles of Scientific Management | 159 |
13 Critical sensemaking and workplace inequities | 171 |
14 Feminist psychosocial approaches to relationality recognition and denial | 179 |
PART IV Psychology of equality diversity and inclusion | 193 |
diversity employee voice and proactive behaviour | 195 |
academicpractitioner collaboration for equity in education and skills training | 301 |
diversity training as heteroglossic organisational spaces | 308 |
the virtue of coercion | 322 |
recent evidence | 332 |
empirical and theoretical developments | 344 |
PART VII Men masculinities equality and diversity | 357 |
not for women only | 359 |
29 Men diversity at work and diversity management | 372 |
30 Men gender equality and gender equality policy | 383 |
sports and the construction of hegemonic masculinities at work | 399 |
| 413 | |
Other editions - View all
Equality, Diversity and Inclusion at Work: A Research Companion Mustafa Özbilgin No preview available - 2009 |
Common terms and phrases
academic Academy of Management affirmative action African American analysis approach argue behaviour career cent challenge chapter Collinson compensable factors complex concept construction context coping critical cultural deconstruction demographic differences discourse discrimination diversity management diversity training dominant economic effects employee voice employees employment Entrepreneurship equal opportunities equality and diversity ethnicity example female feminism feminist framework gender competence gender equality gender mainstreaming groups Hearn Helms Mills heteroglossia identity important individual inequality institutional interactions International intersectionality issues Kirton labour leadership Ledwith levels London Luhmann male managerial managing diversity masculinities men’s organisational organizations Özbilgin paradox participants percent perspective politics position practices professional Psychology queer theory race racial racism role Routledge Sage Science sensemaking sexual social category Social Psychology strategies structures theory Thousand Oaks tion trade union understanding University Press women work-home workplace diversity