The fatal flaws of diversity and the business case for ethnic minorities

Noon, Mike

doi:10.1177/0950017007082886

Cited by 270 publications

(252 citation statements)

References 29 publications

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“…Progressive measures taken in the name of diversity, such as the creation of "mommy tracks' and mentoring schemes for female employees, effectively reproduce notions of gender-based segregation (Kersten, 2000). Thus, the findings of this study offer support to those critics of diversity who seek more radical transformations and demand a 'non-essentialist understanding' of the concept (Zanoni et al, 2010), one which restores social justice arguments to the reform agenda, and challenges the relations of power and dominant ideologies in the organization which perpetuate inequality (Noon, 2007). …”

Section: Discussionsupporting

confidence: 52%

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Gender essentialism and occupational segregation in insolvency practice

Joyce

Walker

2015

Accounting, Organizations and Society

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Advances towards egalitarianism in professional recruitment may be offset by processes of occupational re-segregation. Drawing on gender theory this paper investigates horizontal segregation in the UK insolvency profession, as revealed through the lived experiences of female and male practitioners. It is shown that horizontal segregation pervades at different levels of practice and is undergirded by various elements of gender essentialism. Physical essentialism explains why insolvency practice has been traditionally gendered male. Interactional essentialism combines with the management of work-life balance to define the subfields of corporate and personal insolvency as masculine and feminine respectively. Gender essentialist assumptions also pervade the distribution of roles and the allocation of work tasks. Networks are identified as arenas for the reproduction and perpetuation of occupational segregation. The findings indicate the continuing potency of gender in everyday professional life, and suggest the limitations of diversity-orientated policies and the complexities of formulating transformative agendas.

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Section: Discussionsupporting

confidence: 52%

“…Since the 1990s, attempts to address gender inequality have shifted from equal opportunities to diversity policies (Noon, 2007). Indeed, diversity discourses and programmes have become increasingly evident in the professions of accounting and law, the occupations most closely connected with insolvency practice (Edgley et al, 2014).…”

Section: Discussionmentioning

confidence: 99%

Gender essentialism and occupational segregation in insolvency practice

Joyce

Walker

2015

Accounting, Organizations and Society

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“…Furthermore, they claim that there are still prevailing inequalities both in organisations and in society. Noon (2007) supports Zanoni et al's (ibid) argument by suggesting that the business case approach does not manage diversity ethically.…”

Section: The Quality and Performance Of Internal Workforcesupporting

confidence: 57%

Theoretical Perspectives to Diversity in Management Research

Aydın

Rahman

2017

jmr

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The aim of this research is to explore the common theoretical perspectives in diversity research. The need for such a research comes from the lack of literature on understanding and emphasising theoretical differences amongst diversity research based on the focus of the studies that can be either performance or non-performance based. For this reason, having adopted this aim, we discuss the categorisation of "business case for diversity" and "ethical case for diversity" as a comprehensive discussion. Thus, we provided a conceptual contribution to the diversity literature through indicating the need for awareness of research focus.

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“…In a similar vein, activists (and researchers) in the US have sought to frame labour rights as human rights, in order to give changes of labour law a positive connotation (Gross and Compa 2009). A third example of framing can be seen in the field of equality and diversity, in which the notion of a 'business case' has been widely used to legitimate and secure approval for seemingly progressive forms of management that otherwise may not garner significant employer support (Noon 2007).…”

Section: Mechanismsmentioning

confidence: 99%

Ideas at work

Hauptmeier

Heery

2014

The International Journal of Human Resource Management

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The purpose of this article is to highlight the role of ideas in shaping the form, dynamics and products of the employment relationship. This article differentiates between different types of ideas, emphasizes the various types of agency that are involved in the creation, maintenance and defence of ideas and identifies a number of mechanisms that help to understand how actors promote ideas, how ideas gain broader prominence and how ideas change. Finally, we discuss the importance of context and resources in shaping ideational processes.

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The fatal flaws of diversity and the business case for ethnic minorities

Cited by 270 publications

References 29 publications

Gender essentialism and occupational segregation in insolvency practice

Gender essentialism and occupational segregation in insolvency practice

Theoretical Perspectives to Diversity in Management Research

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