2010
DOI: 10.1177/1350508410378216
|View full text |Cite
|
Sign up to set email alerts
|

Abstract: This study advances a critical re-conceptualization of ‘diversity’ through class. Drawing on the case of CarCo, the Belgian branch of a North American automobile company, I show how the discursive constructions of various socio-demographic identities reflect underlying class relations between labour and capital and are, in turn, implicated in their reproduction. Reflecting the instrumental conceptualization of labour as the source of economic value in the capitalist mode of production, female, older and disabl… Show more

Help me understand this report

Search citation statements

Order By: Relevance

Paper Sections

Select...
1
1
1

Citation Types

2
101
0
1

Year Published

2012
2012
2024
2024

Publication Types

Select...
8
1

Relationship

0
9

Authors

Journals

citations
Cited by 93 publications
(104 citation statements)
references
References 77 publications
2
101
0
1
Order By: Relevance
“…Such older people might be considered to be unwilling and inflexible to do the job in a different way and to learn new skills, and reluctant to adapt to changed demands of the modern organization (e.g., Riach, 2011). Someone who is regarded as an elderly worker risks being seen as a less compliant worker and as someone who more easily gives voice to criticism about their employer than a younger person; this is something that Zanoni (2011) argues is making the employment status of these older workers precarious. The work organization seldom adapt to aging, as work demands and working environments are often the same for aging and young workers, using a young healthy body as the norm (cf., Katz, 2000).…”
Section: Agingmentioning
confidence: 99%
“…Such older people might be considered to be unwilling and inflexible to do the job in a different way and to learn new skills, and reluctant to adapt to changed demands of the modern organization (e.g., Riach, 2011). Someone who is regarded as an elderly worker risks being seen as a less compliant worker and as someone who more easily gives voice to criticism about their employer than a younger person; this is something that Zanoni (2011) argues is making the employment status of these older workers precarious. The work organization seldom adapt to aging, as work demands and working environments are often the same for aging and young workers, using a young healthy body as the norm (cf., Katz, 2000).…”
Section: Agingmentioning
confidence: 99%
“…Returning to the theme of organizational practice raises the question of what kind of inclusion or 'livable life' might be possible or desirable given the ethical and political concerns raised by critical diversity scholars (Ahmed, 2012;Ahonen et al, 2014;Ahonen and Tienari, 2015;Oswick and Noon, 2014;Swan, 2016;Zanoni, 2011;Zanoni andJanssens, 2004, 2015;Zanoni et al, 2010) and the political potential embodied in the two forms of assembly examined above. This issue returns us to a consideration of the questions posed earlier, and to the task of connecting what a politics of assembly might offer to the organizational challenges of inclusion.…”
Section: Inclusion Recognition and Embodied Ethicsmentioning
confidence: 99%
“…Whether articulated through 'trenchant formulations or transient fashions ' (Oswick and Noon, 2014: 286), a seemingly ubiquitous rhetorical commitment to diversity represents not just a problematic managerial discourse, but also a powerful one (Zanoni, 2011;Zanoni andJanssens, 2004, 2015;Zanoni et al, 2010). Critical research has highlighted how the management of diversity has become an increasingly dominant way in which differences between people are not simply classified and governed, but are 'made up' (Dahl, 2014), that is, brought into being specifically in order to be appropriated.…”
mentioning
confidence: 99%
“…Scholars following a 'constructive-critical' approach argue normatively that corporations should practice diversity management programs that foster the inclusion and social representation of individuals within the organization in order to fight inequality (Gotsis and Koretzi, 2013). For this purpose, constructive-critical scholars explore how diversity management practices are shaped by the 'language in use' (e.g., Zanoni, 2005, 2014;Tomlinson and Schwabenland, 2009;Van Laer and Janssens, 2011;Zanoni, 2011). Thus, constructive-critical scholars tend either to be concerned with the role of language in perpetuating or challenging organizational power relations (Zanoni and Janssens, 2004) or highlight the relevant experiences of organizational members-for example, the discrimination that some employees face and the suppression they may suffer as a result of particular practices of diversity management (e.g., Kamenou and Fearfull, 2006;Schwabenland and Tomlinson, 2015).…”
Section: Critical Perspectives On Diversity Managementmentioning
confidence: 99%