Nachmias / Caven Inequality and Organizational Practice

Volume I: Work and Welfare
1. Auflage 2019
ISBN: 978-3-030-11644-6
Verlag: Springer International Publishing
Format: PDF
Kopierschutz: 1 - PDF Watermark

E-Book, Englisch, 310 Seiten

Reihe: Progress in Mathematics

Bringing together international authors, this edited collection addresses the need for greater inclusivity within organizational policy and practice, in order to tackle both visible and invisible inequalities amongst employees. Evidence suggests that more positive employment relationships can be brought about by tackling diversity issues, yet there are still 'grey areas' existing in the current legislative framework. Volume I explores the way that these hidden inequalities can be used to identify an individual as 'other,' and how this ultimately affects their wellbeing and welfare at work. Analysing social justice and stigma, as well as nuanced issues within the workplace, this book is a thought-provoking read for scholars of HRM, practitioners and policy-makers.


Stefanos Nachmias is Principal Lecturer at Nottingham Trent University, Nottingham Business School, UK. He is experienced in developing and delivering diversity awareness educational programmes and supporting organizations in addressing equality issues. His research interests include an assessment of line managers' diversity needs, gender in the workplace and employment practices.Valerie Caven is Senior Lecturer at Nottingham Trent University, Nottingham Business School, UK. She holds an Academic Fellowship of the Chartered Institute of Personnel and Development and is a Fellow of the Higher Education Academy. Her research interests include gendered work and policy failure leading to hidden inequalities.

Autoren/Hrsg.

Nachmias, Stefanos

Caven, Valerie

Inhaltsverzeichnis

1;Preface;6
1.1;References;8
2;Acknowledgements;9
3;Contents;10
4;Notes on Contributors;16
5;List of Tables;22
6;1: Inequality and Organisational Practice: Work and Welfare;24
6.1;1.1 Background and Introduction to Key Issues;24
6.2;1.2 Aims and Objectives;27
6.3;1.3 Volume Content;30
6.4;1.4 Concluding Remarks;34
6.5;References;35
7;2: The Legal Framework on Diversity and Equality;38
7.1;2.1 Introduction;38
7.2;2.2 The Legal Framework;40
7.2.1;2.2.1 The British Legal System;40
7.2.2;2.2.2 The EU Framework;43
7.3;2.3 Discrimination, Harassment and Victimisation;44
7.4;2.4 Impact of the Legal Framework in the Workplace;46
7.4.1;2.4.1 Theory Versus Reality;46
7.4.2;2.4.2 Discrimination and Hidden Inequality;48
7.4.3;2.4.3 Criticism on the Equality Act 2010;49
7.5;2.5 Conclusion and Implications;55
7.6;References;56
8;3: Expert Leadership and Hidden Inequalities in Community Projects;60
8.1;3.1 Introduction;60
8.2;3.2 Realist Evaluation Protocol;62
8.3;3.3 Phase One: Exploring the Literature and Context;63
8.3.1;3.3.1 What Is a Community of Heritage?;63
8.3.2;3.3.2 The Politics of Identity and Leadership;67
8.3.3;3.3.3 The Context: Case Study;69
8.4;3.4 Phase Two: The Realist Review;72
8.5;3.5 Theory Refinement;75
8.6;3.6 Conclusion;80
8.7;References;82
9;4: Mentoring and the Older Worker in Contemporary Organisations: The Australian Case;88
9.1;4.1 Introduction;88
9.2;4.2 What Is Mentoring?;90
9.3;4.3 Age, Mentoring and Contemporary Workplaces;91
9.3.1;4.3.1 Developmental and Learning Theories;93
9.4;4.4 Mentoring the Older Worker and Hidden Inequalities;95
9.4.1;4.4.1 Societal Norms on Age;97
9.4.2;4.4.2 The Matching Process and Age;98
9.4.3;4.4.3 Generational Differences;99
9.5;4.5 Implications for Practice and Research;101
9.6;4.6 Recommendations for Practice;104
9.7;4.7 Conclusion;107
9.8;References;108
10;5: Non-binary Gender Identities in Legislation, Employment Practices and HRM Research;112
10.1;5.1 Introduction;112
10.2;5.2 Constructs of Gender and Non-binary Identities;115
10.3;5.3 Gender Identity as a Protected Characteristic? The Legislative Perspective;118
10.3.1;5.3.1 New Law? Gender Identity (Protected Characteristic) Bill 2016-17;120
10.4;5.4 Non-binary Identities in the Workplace;121
10.4.1;5.4.1 Gendered Organisations;122
10.5;5.5 Towards an Inclusive Organisation;125
10.6;5.6 Researching Non-binary Identities;127
10.7;5.7 Conclusion and Implications;130
10.8;References;132
11;6: Gender-Based Favouritism in Workplace Training;138
11.1;6.1 Introduction;138
11.2;6.2 Gender Equality Movements in a Nutshell, and Key Facts on Gender Participation in the Labour Market Across the Globe;140
11.3;6.3 Theoretical Interpretations of Gender Segregation in Workplace Training;143
11.4;6.4 Deterrents to Gender Equality in Workplace Training;147
11.5;6.5 Evidence on Gender-Training Gap Across the Globe;151
11.6;6.6 Concluding Remarks;153
11.7;References;155
12;7: Transgender and Gender Non-conforming People in the Workplace: Direct and Invisible Discrimination;163
12.1;7.1 Introduction and Purpose;163
12.2;7.2 Some Statistics;166
12.3;7.3 Methodological Note;167
12.4;7.4 Reflections on Gender Identity in Organisations;168
12.5;7.5 Findings and Discussion;170
12.6;7.6 Relational and Practical Factors Related to TGNC Inclusion;173
12.6.1;7.6.1 The Relational Factors;173
12.6.2;7.6.2 The Practical Factors;176
12.7;7.7 Conclusion;178
12.8;References;180
13;8: Avoiding Hidden Inequalities in Challenging Times: Can Talent Management Help?;183
13.1;8.1 Introduction and Background;183
13.2;8.2 Understanding the Concept of Talent Management;185
13.3;8.3 Exploring the Relationship of Talent Management and Hidden Inequalities;187
13.4;8.4 Putting Talent Online: Making the Hidden Unhidden;190
13.5;8.5 Challenges for Talent Management;191
13.6;8.6 Case Studies;193
13.6.1;8.6.1 Case Study 1: The Talent of Language;194
13.6.2;8.6.2 Case Study 2: Public Versus Private Organisations;197
13.6.3;8.6.3 Case Study 3: Saudisation;199
13.6.4;8.6.4 Case Study 4: High Technology;202
13.7;8.7 Conclusion;204
13.8;References;204
14;9: Managing Asperger Syndrome in the Workplace: Considerations for Line Managers;211
14.1;9.1 Introduction;211
14.2;9.2 Legislative Context;212
14.3;9.3 Understanding Autism as a Disability;215
14.4;9.4 The Case Studies: A Story Telling;216
14.5;9.5 Discussion;223
14.5.1;9.5.1 Disclosure and the Role of Front-Line Manager;223
14.5.2;9.5.2 Knowledge, Perceptions and Misperceptions;224
14.6;9.6 Conclusions and Implications for Practice;225
14.7;References;228
15;10: The Business Case for Gender Diversity in the Indian Information Technology Industry;232
15.1;10.1 Introduction;232
15.2;10.2 Gender Diversity in India;234
15.3;10.3 Methodology;237
15.4;10.4 Findings;241
15.4.1;10.4.1 Leadership Skills;241
15.4.2;10.4.2 Positive Work Environment;242
15.4.3;10.4.3 Willingness and Availability of Women Employees;244
15.4.4;10.4.4 Longevity of Women Employees;245
15.4.5;10.4.5 Upholding the Special Contributions or the Meritocratic Perspective;246
15.5;10.5 Discussion;248
15.6;10.6 Conclusion;249
15.7;References;250
16;11: Examining Disability and Work in Small Island Developing States;255
16.1;11.1 Introduction;255
16.2;11.2 Current Status on Individuals with Disabilities;262
16.2.1;11.2.1 Disability Polices;269
16.3;11.3 Legal Directives Prohibiting Discrimination on the Grounds of Disability;271
16.3.1;11.3.1 Exceptions;274
16.4;11.4 Final Thoughts on Guyana and Trinidad and Tobago;278
16.5;11.5 Charting the Way Forward;279
16.6;References;280
17;12: Tackling Race Inequalities in Career Progression in UK Organisations;285
17.1;12.1 Introduction and Purpose;285
17.2;12.2 The Extent of Racial Inequality at Work in the UK;287
17.3;12.3 Barriers to Career Progression for BAME Employees;289
17.4;12.4 The Purpose of the CIPD Research;291
17.4.1;12.4.1 Survey Method;291
17.5;12.5 Findings and Discussion;294
17.5.1;12.5.1 The Factors Influencing Career Achievement;294
17.5.2;12.5.2 Development Opportunities;295
17.5.3;12.5.3 The Effect of Organisational Culture;295
17.5.4;12.5.4 What Would Make a Difference?;296
17.6;12.6 Conclusion and Recommendations;297
17.7;12.7 Recommendations for Employers;298
17.7.1;12.7.1 Critically Appraise Your Organisational Culture;298
17.7.2;12.7.2 Understand What Is Happening in Your Organisation;299
17.7.3;12.7.3 Address Discrimination and Unconscious Bias;300
17.7.4;12.7.4 Be Aware of Intersectionality and Examine Progression Barriers with Multiple Lenses;301
17.7.5;12.7.5 Actively Encourage Employee Voice to Inform Change;302
17.8;12.8 Recommendations for Policymakers;303
17.8.1;12.8.1 Provide Practical Support for Race Pay Gap Reporting;303
17.8.2;12.8.2 Develop Guidance for Employer Action;304
17.8.3;12.8.3 Advocate and Support Better Quality People Management Practice;304
17.9;References;305
18;Index;306