Tackling one-sidedness in equality and diversity research: Characteristics of the current dominant approach to managing diverse workgroups in Iran

Soltani, Ebrahim; Syed, Jawad; Liao, Yingying; Shahi-Sough, Nasrollah

doi:10.1007/s10490-011-9259-3

Cited by 15 publications

(14 citation statements)

References 87 publications

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“…The third sub-theme within HRM deals with equality, diversity, and fairness. The role of religion is explored in order to determine its impact on how diversity is managed (Soltani, Syed, Liao, & Shahi-Sough, 2012) and the workplace affiliation of ethnic minorities (Rao, 2012). Within the theme of gender discrimination, religion is drawn upon to depict how the cultural dynamics of Islamic societies influence gender equality through both informal and formal institutions (Syed, 2008).…”

Section: Ethics Management and Contextual Factorsmentioning

confidence: 99%

An overview of social responsibility dimensions in international business

Sinkovics¹,

Sinkovics²,

Archie-Acheampong³

2019

Socially Responsible International Business

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This chapter aims at taking stock of business-responsibility-related studies in international business (IB) research. Key features of this literature review include (1) a broad search strategy capturing both positive and negative aspects of responsibility, (2) not imposing any constraints on the time period, and (3) extending the search to all IB journals included in the Web of Science database. By incorporating both responsible and irresponsible behavior in the search strategy, we are able to provide a holistic map of responsibility-related research in IB.

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Section: Ethics Management and Contextual Factorsmentioning

confidence: 99%

An overview of social responsibility dimensions in international business

Sinkovics¹,

Sinkovics²,

Archie-Acheampong³

2019

Socially Responsible International Business

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“…The Underlying Rationale From the preceding analysis, we can easily infer that the majority of the critical studies on workforce diversity favours a view of diversity management as consisting in a bundle of practices that have to be embedded in a specific context, so as to effectively tackle one-sidedness that seems to have dominated equality and diversity research (Soltani et al 2012). Accordingly, context is of paramount importance to diversity issues.…”

Section: The Societal Embeddedness Of Distinctive Diversity Managemenmentioning

confidence: 99%

Critical Studies in Diversity Management Literature

Gotsis¹,

Kortezi²

2015

SpringerBriefs in Psychology

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SpringerBriefs present concise summaries of cutting-edge research and practical applications across a wide spectrum of fields. Featuring compact volumes of 50 to 125 pages, the series covers a range of content from professional to academic. Typical topics might include:• A timely report of state-of-the-art analytical techniques • A bridge between new research results as published in journal articles and a contextual literature review • A snapshot of a hot or emerging topic • An in-depth case study or clinical example • A presentation of core concepts that readers must understand to make independent contributions SpringerBriefs in Psychology showcase emerging theory, empirical research, and practical application in a wide variety of topics in psychology and related fields.Briefs are characterized by fast, global electronic dissemination, standard publishing contracts, standardized manuscript preparation and formatting guidelines, and expedited production schedulesMore information about this series at

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“…The concluding section of this article provides a brief summary of the findings of this paper; it gives an overview of the contribution of the four papers of this special issue to the discourse on moral perspectives of equality, diversity, and inclusion, and it proposes streams for future research and discussions on this issue. (Heres and Benschop, 2010;Kulik, 2014;Soltani et al, 2012), organizations tend to present diversity management as some kind of morally 'praiseworthy' or 'good' organizational practice in their internal and external communication. They "often try to project the estimated 'goodness' of these actions onto the actors themselves, aiming at giving the company [or organization] a general label of ethical 'goodness'" (Köllen, 2016, p. 216).…”

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confidence: 99%

An indisputable “holy trinity”? On the moral value of equality, diversity, and inclusion

Köllen

Kakkuri-Knuuttila

Bendl

2018

EDI

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Purpose There seems to exist a widespread, unquestioned and unquestionable consent, both in research and practice, that there is a moral value inherent in equality and related initiatives toward diversity and inclusion. However, this consent is primarily based on political convictions and emotional reasons, and is without any strong ethical grounding. Whilst a considerable volume of research has been carried out into different facets of the economic value of initiatives toward equality, diversity, and inclusion (EDI), comparatively little research has been undertaken into its moral value. Therefore, the purpose of this paper is to structure the moral perspectives on EDI more precisely and more critically. Design/methodology/approach After discussing the interrelation of the three concepts equality, diversity and inclusion, the authors discuss the way in which initiatives toward diversity and inclusion are justified morally in literature. The authors point out the crucial position of equality, and then, subsequently, outline how different approaches to equality try to achieve moral legitimacy. Being an important group of initiatives in this debate, the authors subsequently reflect upon the moral (il)legitimacy of affirmative action (AA). The concluding section of this paper provides a brief summary of the findings. Findings The moral evaluation of equality, diversity and inclusion remains an under-theorized field. Within the discourse on equality, diversity and inclusion, the term “justice” is largely used in an intuitive way, rather than being rooted in a specific moral philosophy. As there are several conceivable, differing moral perspectives on EDI, one cannot expect an indisputable answer to the question as to whether a given approach toward equality, diversity and inclusion is morally praiseworthy or just. However, the widespread assumption that equality is morally praiseworthy per se, and that striving for equality morally justifies any initiative toward diversity and inclusion, is untenable. Originality/value This paper addresses the lack of theorizing on the moral value of initiatives toward equality, diversity, and inclusion, such as diversity management, AA or various equal opportunity approaches. Future research could enrich the discourse on the moral evaluation of diversity management, inclusion programs and organizational equality approaches with new philosophical facets and perspectives, perspectives that might differ from those taken in the predominantly American discourse.

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Tackling one-sidedness in equality and diversity research: Characteristics of the current dominant approach to managing diverse workgroups in Iran

Cited by 15 publications

References 87 publications

An overview of social responsibility dimensions in international business

An overview of social responsibility dimensions in international business

Critical Studies in Diversity Management Literature

An indisputable “holy trinity”? On the moral value of equality, diversity, and inclusion

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