Social Movements and Wellbeing in Organizations from Multilevel and Intersectional Perspectives: The Case of the #blacklivesmatter Movement

Gender Work & Organization

Erbil

Baykut

et al. 2022

Self Cite

Passing and coming out are two divergent individual strategies historically associated with the LGBTQ+ community as they struggle to fit in with normative expectations at work and in life. While coming out has gradually become more common in organizations and national contexts that offer safeguards for LGBTQ+ individuals, passing remains an option where no such measures are available. Drawing on interviews with working-class LGBTQ+ individuals in a country with an adversarial context, that is, Turkey, we identify how varieties of passing, defined as acting and appearing to fit with the dominant sexual orientation and gender identity norms, are used as strategies of coping with institutional norms. Working-class LGBTQ+ individuals are an important group to study as many draw their pride, power, and identity from their engagement with work and the labor market. Transcending the monolithic accounts of passing, we illustrate four variants of passing (i.e., normalized, defensive, strategic, and instrumental passing) that LGBTQ+ individuals deploy at work. Reflecting on the field study findings, we explicate how and why LGBTQ+ individuals choose to pass at work in each case.

Section: The Context Of Turkey: the Toxic Triangle Of Diversitymentioning

confidence: 99%

Passing as resistance through a Goffmanian approach: Normalized, defensive, strategic, and instrumental passing when LGBTQ+ individuals encounter institutions

Gender Work & Organization

Erbil

Baykut

et al. 2022

Self Cite

“…In this way, the conductivity of the macro has also been concealed by the withdrawal of the state through transferring its responsibilities to organisations and individuals (Küskü et al, 2021). The coercive and normative power of laws, culture, traditions and social movements is decisive in the definition and acceptance of diversity (Özbilgin & Erbil, 2021). From this perspective, in countries where are no legal measures against discrimination or where a strict and exclusionary normative order does not exist, the toxicity of the neoliberal ideology on diversity will be strengthened (Klarsfeld et al, 2012).…”

Section: Hidden Curriculum In the Neoliberal Contextmentioning

confidence: 99%

The impact of the hidden curriculum on international students in the context of a country with a toxic triangle of diversity

Baykut

Erbil²,

et al. 2021

The Curriculum Journal

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The hidden curriculum, which refers to the ideologies that remain implicit in educational content, is often studied in the context of developed countries with a colonial past where there are efforts to redress the historical injustice of the colonial past. In this paper, we examine the impact of the hidden curriculum on international students in a country with a toxic triangle of diversity. The toxic triangle of diversity describes a context where there is extensive deregulation, voluntarism without responsibilisation of organisations, and absence of supportive organisational discourses for diversity. Most studies of the hidden curriculum have taken place in countries where there are national laws for equality, institutional responsibility to bias‐proof the curriculum, and supportive discourses for diversity. Drawing on a field study with nineteen international students (nine in the field of business studies and ten in other subject fields), we demonstrate how the hidden curriculum remains unattended and how it is legitimised through macro‐, meso‐ and micro‐level interactions that students have. We show that the hidden curriculum serves to silence different forms of exclusion, loneliness and discrimination that international students experience in the context of a toxic triangle of diversity. We suggest ways forward for undoing the damage done through the hidden curriculum in toxic contexts.

“…In recent years, global movements have increased the pressure on companies to care about the diversity of their workforce (OECD, 2020; € Ozbilgin and Erbil, 2021). Thus, reporting on workforce diversity has become an important aspect of a positive corporate image (Johns et al, 2012).…”

Section: Introductionmentioning

confidence: 99%

Against all odds: how the institutional context shapes diversity management in the Central and Eastern European Oil and Gas industry

Hilger

Велинов

2023

EDI

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PurposeDue to their multifarious backgrounds, multinational enterprises from emerging economies offer unique research opportunities to push the boundaries of our understanding knowledge of diversity management in transitional contexts. In that regard, Central and Eastern European multinationals present a blind spot in diversity management research.Design/methodology/approachThis article examines the extent to which context shapes the discourse on diversity management in the Oil and Gas industry across Central and Eastern Europe (CEE) through a qualitative approach based on content analyses of corporate communication data matched with data on national institutional contexts.FindingsThe data suggests a lack of effective pro-diversity pressures across CEE except for cultural pressure in European Union member countries. However, CEE Oil and Gas companies report a broader scope of diversity management than studies of Western counterparts suggest. Companies with subsidiaries in Western countries show convergence towards etic diversity approaches, while local and regional companies are more divergent.Originality/valueThis article defines the boundary conditions of diversity management in the Oil and Gas industry across nine CEE countries and how they impact the diversity discourse in the industry. This article also showcases the impact of foreign market presence in the West as a driver for diversity management reporting.