Inclusion and exclusion processes in the executive search business: an intersectional approach

Bendl, Regine; Eberherr, Helga; Schmidt, Angelika

doi:10.4337/9781782547709.00017

Cited by 2 publications

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“…There is limited work in organization and management studies that approaches organizational development, consulting and change with an intersectional lens. Some examples of scholarly work that reports on the challenges of organizational change adopting an intersectional lens include: Baines’ () discussion of the intersection of gender, sexual orientation, class relations and coloniality in an international project with academics, consultants, community groups and non‐governmental organization (NGO) members; Benschop and Verloo's () proposed genderXchange strategy, a political approach to change as a socially, dynamic, contextual, multi‐stakeholder process that puts intersectionality at the centre to go beyond gender equality; Doldor et al .’s () analysis of practices in board appointment processes adopted by leading executive search firms in the UK; and Bendl et al .’s () intersectional analysis of inclusion and exclusion processes in the work of executive search consultants. Two particular examples that report on work that sought to impact organizations and practitioners directly are those of Heiskanen et al .…”

Section: Introductionmentioning

confidence: 99%

The Theory and Praxis of Intersectionality in Work and Organisations: Where Do We Go From Here?

Rodríguez

Holvino

Fletcher

et al. 2016

Gender Work & Organization

194

226

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Section: Introductionmentioning

confidence: 99%

The Theory and Praxis of Intersectionality in Work and Organisations: Where Do We Go From Here?

Rodríguez

Holvino

Fletcher

et al. 2016

Gender Work & Organization

194

226

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“…Nevertheless, an abundance of research reveals that women continue to be under-represented at the senior levels of management (Dubbelt et al, 2016;Haynes, 2017). At the most senior levels, research has shown how executive search consultants endorse and reproduce male dominance at the top of organizations (Bendl et al, 2015;Tienari et al, 2013).…”

Section: Part Iv: Gendermentioning

confidence: 99%

Introduction to the Research Handbook of Diversity and Careers

Broadbridge¹,

Fielden²

2018

Research Handbook of Diversity and Careers

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Diversity is now a globally recognized concept in management studies (Özbilgin and Chanat, 2017). Examining diversity in organizations is about exploring hierarchical organized dichotomies, and when considering the diversity dimension of organizations we often find implicit assumptions about which categories are viewed as the norm and which are considered the opposite or other. Classical examples are the male norm and the female other (Bendl, 2005), or the perspective of the white majority as the norm and the black minority as the opposite (Holvino, 2008). Organization studies are not only dominated by the perspective of white middle-class heterosexual able-bodied men, but also by the perspective of Western organizations. This may suggest that research in organizations with an American or European descent or location is the basis for universal knowledge about organizations that can be applied all over the world, which of course is misguided. Social phenomena in organizations are often explored and explained from the perspective of these hegemonic groups (Hearn, 2004). To attain knowledge that incorporates the perspective of the whole organization, organization studies need to incorporate the empirical perspectives of marginalized groups. DEFINING DIVERSITY IN THE WORKPLACE Managing Diversity initiatives seek to fully develop the potential of each employee and turn the different sets of skills that each employee brings into a business advantage. Through fostering the difference, team creativity, innovation and problem-solving can be enhanced. The focus is therefore, much more on the individual rather than the group. Having a diverse workforce not only enables organisations to understand and meet customer demand better, but also helps attract investors and clients, as well as reduce the costs associated with discrimination.

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Inclusion and exclusion processes in the executive search business: an intersectional approach

Cited by 2 publications

References 0 publications

The Theory and Praxis of Intersectionality in Work and Organisations: Where Do We Go From Here?

The Theory and Praxis of Intersectionality in Work and Organisations: Where Do We Go From Here?

Introduction to the Research Handbook of Diversity and Careers

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