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This paper offers an interpretation of the importance of organizational gossip. It draws together theory and research from various disciplines in order to explore four main propositions: that gossip is a phenomenon worthy of serious study/analysis; that gossip in organizations has been under-researched; that ana lysis of gossip reveals important aspects about the social organization of work; and that gossip is a social process that helps to protect and perpetuate organiza tions. It concludes that gossip is intrinsic to organizational life. Gossip offers the individual escapism and social mobility and has been undeservedly avoided in organizational analysis. Consequently, as a subject, it demands greater attention in the future in terms of theory and empirical research.

This is the accepted version of the paper.This version of the publication may differ from the final published version. Abstract Using bibliometric analysis of published work, the paper examines the discursive trends, patterns and implications of three different anti-discrimination solutions (equality, diversity and inclusion) over a 40 year period from 1970 to 2010. The findings reveal that the anti-discrimination discourses are consistent with management fashions, both in terms of their trends and the rhetorical strategies used by proponents to establish the dominance of their favoured approach, particularly by denigrating previous approaches. Practitioner-facing academics play a key role in the process by giving shape, exposure and credibility to the anti-discrimination solutions, but not in creating them. Only by breaking free of the oppositional discursive patterns can the debate move on to anti-discrimination solutions that attempt to blend together equality, diversity and inclusion. Permanent

This article evaluates the nature and incidence of equal opportunities (EO) policies in the UK using data from the 1998 Workplace Employee Relations Survey (WERS 98). The article identifies the types of workplaces that are more likely to adopt formal gender, ethnicity, disability and age policies. It then assesses whether the policies are 'substantive' or merely 'empty shells': first, by evaluating the extent to which workplaces that have adopted EO policies have also adopted supporting EO practices; and second, by evaluating the proportion of employees who have access to EO practices in workplaces where they have been adopted. On balance, the 'empty shell' argument is more convincing. Smaller workplaces, private sector workplaces and workplaces without an HR or personnel specialist are identified as being more likely to have an 'empty shell' policy.While unionized workplaces are more likely to have a formal policy, those policies are no less likely to constitute 'empty shells'. Finally, the policy, economic and legal implications of the findings are discussed. KEY WORDSage / disability / equal opportunities / ethnicity / gender

The latest fashion of ‘unconscious bias training’ is a diversity intervention based on unproven suppositions and is unlikely to help eliminate racism in the workplace. Knowing about bias does not automatically result in changes in behaviour by managers and employees. Even if ‘unconscious bias training’ has the theoretical potential to change behaviour, it will depend on the type of racism: symbolic/modern/colour-blind, aversive or blatant. In addition, even if those deemed racist are motivated to change behaviour, structural constraints can militate against pro-diversity actions. Agency is overstated by psychology-inspired ‘unconscious bias training’ proponents, leading them to assume the desirability and effectiveness of this type of diversity training intervention, but from a critical diversity perspective (sociologically influenced) the training looks pointless.

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This article argues a case for reconsidering positive discrimination as a viable and necessary policy intervention to speed up the progression to equality in the workplace. It provides counter-arguments to the four main objections to positive discrimination: the failure to select the ‘best’ candidate, the undermining of meritocracy, the negative impact on the beneficiaries and the injustice of reverse discrimination. It concludes that positive discrimination provides the necessary structural conditions in order for radical, transformative change towards equality to take place.

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