Cross-cultural and diversity management intersections: lessons for attracting and retaining international assignees

Groutsis, Dimitria; Ng, Eddy S.; Ozturk, Mustafa Bilgehan

doi:10.1017/cbo9781107445642.004

Cited by 12 publications

(29 citation statements)

References 56 publications

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“…Moreover, the prismatic effect of D-P, which might create idiosyncratic responses to interventions, means that one-size-fits-all interventions are likely to produce discriminatory effects in this population. However, these can be overcome by welldesigned diversity programmes that address contextual factors (Özbilgin 2009, Groutsis, Ng et al 2014, such as the systemic and psychosocial factors presented in this paper.…”

Section: Discussionmentioning

confidence: 98%

“…Thus, this is a place where diversity programmes can help to overcome societal stereotypes and create wider benefits. In particular, the D-P theory proposed in this paper suggests considerations for local toolkits (Groutsis, Ng et al 2014), when translating diversity laws and policies into practice in relation to a single person from a refugee population. This can be achieved through detailed observation of D-P and its related constructs -systemic (WRF) and psycho-social (PSF).…”

Section: Discussionmentioning

confidence: 99%

“…Unlike other migrants looking for work, refugees are faced with circumstances where they are not able to re-engage with professions they might have enjoyed prior to displacement, due to problems with transferring qualifications and language barriers (Campion 2018). These are likely to have a heightening effect on acculturation in relation to work in refugee populations compared to other migrant populations (Groutsis, Ng et al 2014). Moreover, PTSD and other mental illnesses caused by violent displacement have been found to be left unvoiced and unresolved, due to women's fear of being denied refugee status on arrival.…”

Section: D-p's Relationship To Psycho-social Factors (Psf)mentioning

confidence: 99%

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Displacement-plurality (D-P) in women refugees, its influence on work engagement and implications for diversity practice: a critical and reflective review

Wimalasiri

2021

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PurposeMuch of the current research on women refugees and work focuses solely on settlement, neglecting the effects of displacement within this equation, despite its significant impact. Drawing from the wider literature of international development, migration, gender, work psychology and sociology, this paper provides a framework to guide informed research within this area.Design/methodology/approachThis paper is a reflective and critical review of the intersection between gender, forced displacement and work. It addresses a blind spot in the current work literature, which fails to address the impact of displacement on refugee women and the consequences of displacement for vocational engagement during resettlement.FindingsThis paper contributes to the current literature in four ways. First, it adds forced displacement to the peripheral-intersections literature informing Acker's theory of “inequality regimes”. Secondly, it contributes to a deeper understanding of how pluralities and intersectionality develop during forced displacement, by introducing the theory of displacement-plurality (D-P). Thirdly, it contributes to human resource management (HRM) diversity practice by explaining the relationship between D-P and related constructs, such as work engagement (WE), economic empowerment (EE), work-related factors (WRFs) and psycho-social factors (PSFs) to help improve localised diversity practices in relation to refugee populations. Fourthly, it provides a detailed framework to guide research and practice in this area, supported by a critical evaluation of the current refugee work literature.Originality/valueWhen we understand displacement-related factors, we can move towards a more emancipatory approach to intersectionality, allowing us to develop more sophisticated approaches to diversity in organisations. In turn, this helps us to understand people's lived experiences and their responses to organisational interventions more effectively.

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Section: Discussionmentioning

confidence: 98%

Section: Discussionmentioning

confidence: 99%

Section: D-p's Relationship To Psycho-social Factors (Psf)mentioning

confidence: 99%

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Displacement-plurality (D-P) in women refugees, its influence on work engagement and implications for diversity practice: a critical and reflective review

Wimalasiri

2021

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“…Secondly, the study participants highlighted the need for more organisationally sponsored day care, to support universal access to childcare across the workforce. Thirdly, and specifically for international organisations, the findings indicate that the HRM practices within a country are to some extent context specific and, therefore, multinational organisations should take into account the cross-cultural differences while designing their diversity policies and tailor them to overcome any specific values that normalise gender hierarchies (Groutsis et al, 2014; Tatli et al, 2017).…”

Section: Discussionmentioning

confidence: 99%

Careers advancement of women: Applying a multi-level relational perspective in the context of Turkish banking organisations

Taser-Erdogan

2021

Human Relations

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This paper investigates the question of why women remain under-represented in management positions despite their increasing presence in the Turkish banking sector context. By using an integrative framework that brings together the relational and institutional perspectives, this paper seeks to understand how macro-level contextual influences reflect on meso-organisational processes and practices, which in turn influence women’s micro-individual career trajectories. This paper explores the careers experiences of 49 female banking professionals from three distinct banking organisations (Turkish, Western and Islamic). The findings reveal that women’s limited representation at managerial level is an outcome of the interplay between macro, meso and micro level issues. At the macro level the paper highlights religion-based fragmented social structure as a key factor in the socio-cultural context of Turkey. At the meso level, the analysis of the three different cases identifies factors relevant to both Western and Middle Eastern societal contexts. At the micro level, the analysis highlights how women’s perceptions of macro-level barriers change depending on their organisational context, emphasising the interrelatedness between these three levels. The paper contributes to women’s career literature by providing the Turkish perspective and introducing novel insights into the interplay between societal forces, organisational practices and individuals’ perceptions.

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“…Additionally, future research aiming to re-orient diversity and inclusion must empower minority voices that organisations still do not fully hear and understand (Ozturk and Rumens, 2015). Furthermore, there is a need to pay attention to cross-cultural instantiations of diversity and inclusion in global organisations with high cultural and linguistic diversity (Groutsis et al, 2014). Finally, this collection is coming out during the Covid-19 pandemic, and it would be remiss not to note that diversity and inclusion must be alert to deepening and broadening inequalities that system-level shocks exert.…”

mentioning

confidence: 99%

Editorial: Re-orienting diversity and inclusion: pursuing the political, historical, relational, ethical and technological dimensions of theory and practice

Ozturk¹

2021

Self Cite

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Re-orienting diversity and inclusion: pursuing the political, historical, relational, ethical and technological dimensions of theory and practice The starting call for this collection of articles was to move from boxed-in research to boxbreaking research, which emphasised openness to radical, transformative ideas about how to understand and respond to difference in a complex social world, while eschewing the dominant tendency of contemporary business and management research towards incrementalism (Alvesson and Sandberg, 2014). The thought-provoking articles in this collection pose an imaginative challenge to the current limitations of diversity management scholarship and practice. Although they form an eclectic and varied mix, the articles posit an overarching concern with the ossification of diversity and inclusion. Aware of the unfulfilled promise of equality for all in organisations, they breathe new life into a mature field of study that encompass not only important ideas but also a plethora of blind spots and status-quo tendencies (Oswick and Noon, 2014). Thus, despite exhibiting different sensitivities, these articles express convergences in reconsidering what (we think) we know about diversity and inclusion to pursue change that truly advances the equality agenda.Diversity and inclusion theory and practice stand to benefit significantly from expanding multi-dimensionally. As this special collection signals, there is fruitful new ground to explore along the political, historical, relational, ethical and technological dimensions of analysis, if we are to overcome the impasses in our thinking and practice. The political dimension suggests that unequal power relations that privilege some groups over others constitute a core feature of the workplace inequalities problematic today, and significant positive change is not possible without re-politicising the struggle for equality. Yet, at present, power disparities are so fully normalised that they operate invisibly and unchecked in both policy and practice (Ahonen et al., 2014), and re-orienting the field requires a stronger awareness of the political nature of diversity and inclusion processes. Equally, the literature on diversity and inclusion is not fully alert to the presence of historical effects on diversity policies and practices (Nkomo and Hoobler, 2014). There is a need for diversity and inclusion research to explore temporally contingent nature of difference, which requires accounting for the reflections of historical (dis)advantages in current diversity policy and practice. Additionally, the extant scholarship still suffers from a neglect of relational accounts that connect social processes to diversity and inclusion (Ozbilgin and Tatli, 2008). Yet, pursuing a relational dimension can highlight how workers operate within complex webs of social relations that embed their constructions of and responses to diversity and inclusion. Furthermore, diversity and inclusion must expand along the dimension of ethics because ethics is the foundation of how people ...

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Cross-cultural and diversity management intersections: lessons for attracting and retaining international assignees

Cited by 12 publications

References 56 publications

Displacement-plurality (D-P) in women refugees, its influence on work engagement and implications for diversity practice: a critical and reflective review

Displacement-plurality (D-P) in women refugees, its influence on work engagement and implications for diversity practice: a critical and reflective review

Careers advancement of women: Applying a multi-level relational perspective in the context of Turkish banking organisations

Editorial: Re-orienting diversity and inclusion: pursuing the political, historical, relational, ethical and technological dimensions of theory and practice

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