Summary
Contents
Subject index
Some of the more troublesome and disturbing aspects of workplace diversity are illuminated in this volume - individual and institutional resistance, the effectiveness of diversity change efforts and the less visible ways in which exclusion and discrimination continue to be practised in the workplace. To help the reader understand some of these dilemmas, the contributors adopt a number of theoretical frameworks which are striking departures from traditional perspectives on diversity. These include: intergroup relations theory; critical theory; Jungian psychology; feminism; post- colonial theory; cultural history; postmodernism; realism; institutional theory; and class analysis. In addition, they examine different organizatio
Dreams of Diversity and the Realities of Intergroup Relations in Organizations
Dreams of Diversity and the Realities of Intergroup Relations in Organizations
An explosion in the availability of workshops, videotapes, training, and books on managing diversity (Chemers, Oskamp, & Costanzo, 1995; Cox, 1993; Fagenson, 1993; Gudykunst, 1994; Haight, 1990; Jackson, 1992; Powell, 1993) implies not only strong demand but also abundant supply of expertise on the topic. Much of this material suggests that diversity training will lead to improved organizational performance; by “transitioning” from homogeneous, hegemonic, white, male-dominated organizations to consensus-based, meritocratic, multicultural ones, we are led to believe that market share will increase, costs decrease, and productivity improve (e.g., Morrison, 1992).
Although the eradication of racism, sexism, elitism, and ageism, among others, from organizations is ...
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