Equality, diversity, and inclusion in international business: A review and research agenda

Exploring Inclusion in the Remote Startup Landscape: A Case Study Analysis

“…This paper expands on the contexts where inclusion has been explored, providing insights into how it may be implemented in different organisational environments (Chanlat & Özbilgin, 2017;Fitzsimmons et al, 2023;(Syed & Özbilgin, 2019). The case study provides insights into how inclusion is lived and perceived in a virtual start-up hiring geographically dispersed teams.…”

“…The research presented in this paper also supports these findings, showing that Interviewees perceived inclusion as a requirement for performance but also stated that performance supports inclusion. The link between inclusion and performance has been explored previously in the literature (Fitzsimmons et al, 2023).…”

Covert allyship: Implementing LGBT policies in an adversarial context

“…MNEs are particularly challenging, albeit promising, environments in which to implement EDI policies because their operations span multiple countries, with differing societal expectations (Fitzsimmons et al, 2023). Studies of EDI policy in the 1990s outlined that transfer of diversity programs from headquarters to foreign subsidiaries was taking place, while also revealing the limited scale and commitment of these initiatives (Wentling & Palma-Rivas, 2000).…”

“…However, the implementation of LGBT policies in host countries where sexual orientation and gender identity differences are a cultural taboo or criminalized is difficult (Luiz & Spicer, 2021), and policies are often tailored to local conditions (Bardoel, 2016;Chung et al, 2020;Lazarova et al, 2023). Studies of the replication of human resource policies in MNEs-including those related to equity, diversity, and inclusion (EDI)-suggests that "there is a constant tension between headquarters and subsidiaries" (Fitzsimmons et al, 2023;Morris et al, 2009, p. 987) and that EDI initiatives may cause tensions at multiple levels, including headquarters, subsidiaries, and individuals located in different parts of the world (Newburry et al, 2022).…”

“…We make three contributions to the literature. First, we contribute to the International Human Resource Management literature by highlighting the tensions related to LGBT policy implementation for MNEs operating in diverse and conflicting institutional environments (Fitzsimmons et al, 2023;Kostova & Roth, 2002). We do this by providing a comparative approach highlighting differences in the responses of MNE subsidiaries toward friction (Shenkar, 2001) created by a clash of values between the home and host country (Luiz & Spicer, 2021).…”