Diversity Networks: Networking for Equality?

Dennissen, Marjolein; Brink, M.C.L. van den

doi:10.1111/1467-8551.12321

Cited by 41 publications

(28 citation statements)

References 64 publications

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“…According to Michelle, the young employee network is considered as the most important network within Finance. Young employees are constructed as talented employees that make a valuable contribution to the organization (see Dennissen, Benschop, & Van den Brink, 2018). The prominent status of the young employee network points at a certain hierarchy or ‘pecking order’ (see Tatli & Özbilgin, 2012).…”

Section: Resultsmentioning

confidence: 99%

Rethinking Diversity Management: An Intersectional Analysis of Diversity Networks

Dennissen

Benschop

Brink

2018

Organization Studies

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The aim of this paper has been to further our knowledge on diversity management practices by applying an intersectionality lens to single category diversity networks. Diversity networks are in-company networks intending to inform and support employees with similar social identities. Their focus on single identity categories is exemplary of current diversity management practices. We shed light on the strategies of network members to deal with their multiple identities vis-a-vis their network membership (structural intersectionality) and on the processes that hamper collaboration and coalition building between diversity networks (political intersectionality). Our intersectional analysis shows how the single category structure of diversity networks marginalizes members with multiple disadvantaged identities and reveals how collaborations between diversity networks are hindered by processes of preserving privilege rather than interrogating it. We contribute to the literature on diversity management practices by highlighting how dynamic processes of privilege and disadvantage play a role in sustaining intersectional inequalities in organizations.

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Section: Resultsmentioning

confidence: 99%

Rethinking Diversity Management: An Intersectional Analysis of Diversity Networks

Dennissen

Benschop

Brink

2018

Organization Studies

Self Cite

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“…Finally, if the intersections are complementary for both the individual and the institution, there could be intersectional solidarity to progress multiple causes across sexual, class, ethnic and other identities together (Colgan, 2016;Dennissen, 2018b;Rodriguez et al, 2016). For example, some participants considered their sexual identity as congruent with their religious, ethnic, class and other identities.…”

Section: Analyses and Resultsmentioning

confidence: 99%

Moving from intersectional hostility to intersectional solidarity

Kamaşak

Özbilgin

Baykut

et al. 2019

JOCM

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Purpose Treatment of intersectionality in empirical studies has predominantly engaged with individual categories of difference. The purpose of this paper is to demonstrate that there is utility in exploring intersectionality at the intersection of individual and institutional levels. As such the authors move beyond the polarised take on intersections as either individual or institutional phenomenon and tackle intersectionality as a relational phenomenon that gains meaning at the encounter of individuals and institutions in context. Therefore, the authors explicate how intersectionality features as forms of solidarity and hostility in work environments. As such the authors posit that not only individuals but also the institutions should change if inclusion is aimed at societal and organisational levels. Design/methodology/approach A thematic analysis on qualitative interview data of a purposive- and snowball-selected sample of 11 lesbian, gay, bisexual, transgender and queer working adults in Turkey was used. Findings This paper finds evidence to support the existence of a multidimensional model of intersectionality, where conflicting and complementary individual and institutional intersections create four intersectional typologies in the form of intersectional hostility, intersectional struggle, intersectional adjustment and intersectional solidarity. Originality/value The extant literature offers rich insights into individual intersectionality but sheds very little light on institutional intersectionality and its interaction with individual intersectionality. This paper attempts to fill in this gap by investigating intersectional encounters as interactions between the individual and institutional intersections.

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“…Industrial and economic growth in any organization or nation can be enhanced if it is inclusive of diverse groups including women. Diversity has been shown to benefit innovation [9] and has a positive effect on career advancement [10].…”

Section: Gender Equality In Industrymentioning

confidence: 99%

Women in Environmental Sciences (WiES) and The UN SDGs: A Catalyst for Achieving a Sustainable Future for All

Medupin

2020

Sustainability

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Women can serve as catalysts needed to achieve the United Nation’s Sustainable Development agenda by 2030. The Women in Environmental Sciences network engaged women from culturally and professionally diverse backgrounds at two workshops held in the UK in 2018 and 2019. The interdisciplinary environmental sciences’ meeting included presentations by leading women in academic and non-academic organizations. Through breakout sessions, effective interaction, and discussions between professionals and grassroots, an atmosphere of “leaving no one behind” was created. Participants’ ages ranged from 18 to 55 years and more than 65% of the participants were under 35 years old, representing the productive working group. The mixed group of young and the old, academic and non-academic women provided a basis for insightful and lively discussions needed to bridge the gap between information disseminated to professionals and non-professionals, to students, and early career researchers. In this article, the following information are presented: Relevant literature in view of gender equality and environmental aspects, summary of the talks and discussions, how the talks aligned with the sustainable development goals (SDGs) and sub-targets, issues identified and avenues for change, evaluation and some quotations from the participants. The article showcases the opportunity for the implementation of SDGs in all organizations through the promotion of integrated discussions on environmental science aspects, gender, equality, diversity, inclusion, partnerships needed to inform effective policy changes at local, national, or global levels. This article provides insights to professionals/non-professionals, governmental, non-governmental organizations, higher education institutions, and local communities and women. By providing a summary of the talks and their alignment with SDGs, the Women in Environmental Sciences provide new ways of engagement required at these times to develop applied and strategic research, and open a dimension of how the SDGs can be implemented to cope with changing environmental conditions.

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Diversity Networks: Networking for Equality?

Cited by 41 publications

References 64 publications

Rethinking Diversity Management: An Intersectional Analysis of Diversity Networks

Rethinking Diversity Management: An Intersectional Analysis of Diversity Networks

Moving from intersectional hostility to intersectional solidarity

Women in Environmental Sciences (WiES) and The UN SDGs: A Catalyst for Achieving a Sustainable Future for All

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