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Cited by 9 publications
(9 citation statements)
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“…However, as Shore et al (2011) acknowledge (and it is already laid out in optimal distinctiveness theory, on which the framework is grounded) there are tensions associated with uniqueness and belongingness. Since a high degree of uniqueness may limit belongingness and vice versa, individuals must balance between a personal or ‘self’ facet of their identity and an interpersonal facet (also see Buengeler et al, 2018; Villesèche et al, 2018), thus rendering the link between inclusion and identity more complex than the statements above may suggest.…”
Section: Theorising Inclusion and Identitymentioning
confidence: 99%
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“…However, as Shore et al (2011) acknowledge (and it is already laid out in optimal distinctiveness theory, on which the framework is grounded) there are tensions associated with uniqueness and belongingness. Since a high degree of uniqueness may limit belongingness and vice versa, individuals must balance between a personal or ‘self’ facet of their identity and an interpersonal facet (also see Buengeler et al, 2018; Villesèche et al, 2018), thus rendering the link between inclusion and identity more complex than the statements above may suggest.…”
Section: Theorising Inclusion and Identitymentioning
confidence: 99%
“…Partly drawing on Alvesson and Willmott’s identity regulation framework, a large and still growing strand within the critical diversity literature analyses identity construction along the lines of social minority categories such as gender (Kelan, 2010; Ortlieb and Sieben, 2019), ethnicity (Van Laer and Janssens, 2017; Zanoni et al, 2017), religion (Essers and Benschop, 2009), sexuality (Rumens and Broomfield, 2014; Van Laer, 2018) and dis-/ability (Jammaers and Zanoni, 2020). Furthermore, several studies found that organizational practices aimed at fostering diversity and inclusion such as training and promotion procedures trigger identity work of minority group members (Jammaers and Zanoni, 2020; Villesèche et al, 2018; Yang and Bacouel-Jentjens, 2019; Zanoni and Janssens, 2007). These studies show how organizational practices directly define minority workers, which presents one of the modes of identity regulation discussed by Alvesson and Willmott (2002), thereby also challenging the prevalent assumption that individuals retain their identities in inclusive organizations.…”
Section: Theorising Inclusion and Identitymentioning
confidence: 99%
“…In this case, they did so by repositioning themselves in the course of discursively challenging and collectively resisting diversity discourses that contributed to an unflattering positioning of self. My findings thus explain 'why' the top-down transfer of diversity practices is challenged by employees of subsidiaries in terms of the 'identity effects' of diversity discourses (Villeseche et al, 2018). In other words, the overriding issue is one of power -a power that was exercised discursively by the parent company through its diversity discourses (Meriläinen et al, 2009), and contributed towards constructing subsidiary recipients of diversity agendas as inferior occupational beings and in need of help (Romain et al, 2018), thereby provoking a response.…”
Section: Discussion and Contributionmentioning
confidence: 82%
“…The overriding factor that triggered their challenge was ‘transferred’ diversity discourses causing a gap between experienced and attributed identity (Villesèche et al, 2018) linked to occupation (Zanoni and Janssens, 2015). Individuals’ understanding of themselves as particular kinds of occupational beings is central to their sense of self (Kitay and Wright, 2007), and so when these understandings are challenged, people are motivated to restore consistency.…”
Section: Discussion and Contributionmentioning
confidence: 99%
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