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Cited by 4 publications
(6 citation statements)
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“…The first paradox, necessary change vs desire for stability , denotes the tension between vital organizational change needed in order to implement diversity and the emergent resistance to change. This paradox may explain prior critical findings which claim that DM reproduces inequalities (Janssens and Zanoni, 2014; Romani et al , 2018; Zanoni et al , 2010). While organizations wish to promote diversity to enjoy the various benefits attributed to it, they typically have not fully achieved significant change in basic infrastructures in order to become inclusive social entities.…”
Section: Discussionmentioning
confidence: 81%
See 1 more Smart Citation
“…The first paradox, necessary change vs desire for stability , denotes the tension between vital organizational change needed in order to implement diversity and the emergent resistance to change. This paradox may explain prior critical findings which claim that DM reproduces inequalities (Janssens and Zanoni, 2014; Romani et al , 2018; Zanoni et al , 2010). While organizations wish to promote diversity to enjoy the various benefits attributed to it, they typically have not fully achieved significant change in basic infrastructures in order to become inclusive social entities.…”
Section: Discussionmentioning
confidence: 81%
“…While organizations wish to promote diversity to enjoy the various benefits attributed to it, they typically have not fully achieved significant change in basic infrastructures in order to become inclusive social entities. Rather, disregard of the ways in which some diversity initiatives reproduce organizational inequalities (Janssens and Zanoni, 2014; Romani et al , 2018) may be explained by organizations' inability to navigate between the competing forces inherent in DM, which demands a deeper transformation. Ignoring or underestimating the organizational resistance toward the transformative features of DM implementation might hamper DM initiatives.…”
Section: Discussionmentioning
confidence: 99%
“…As shown by other authors in other contexts (e.g. Liu, 2017;Muhr and Salem, 2013;Romani et al, 2019;Ulus, 2014;Yousfi, 2014), through daily constructions of an "us" and a "them", officers who identify as Danish or Greenlandic contribute (often unknowingly) to the production of colonial stereotypes of the lazy, savage, inefficient, incompetent Greenlander and the rational, effective, professional and competent Dane.…”
Section: Conclusiontowards a Disruption Of The Colonial Hierarchy?mentioning
confidence: 86%
“…In the words of Ahmed (2004), the Danish officers’ behaviour is perceived as a classic example of white people’s yearning to “make a difference”. But because of the colonial history (more easily forgotten and neglected by the former colonizer than the former colonized), the desire to make a difference is performed on the basis of an undeniable racialized power asymmetry (Romani et al , 2019). This effort to make a difference cannot be freed from history and dates back to colonial Christian values, denying the agency and capacity of the Other and overemphasizing Western (white) ability to transcend the conditions of white power (see also Swan, 2017).…”
Section: Discussionmentioning
confidence: 99%
“…As individual non-white subjects come to represent the racialized subject position as a whole, this hyphenation strategy reproduces the existing organization of racialized subjects. Becoming subject to a colonial ‘helping’-discourse, the participants, ultimately, risk reproducing existing positions through ‘benevolent discrimination’ (Romani et al, 2019; see also Holck and Muhr, 2017; Muhr and Salem, 2013). That is, in working the hyphen as taught in the course, the participants do not really re-work it, but only become able to articulate the formerly silenced position.…”
Section: The Hyphenated Organization Of Racialized Subjects In Danish...mentioning
confidence: 99%