Summary Gender
GENDER AND DIVERSITY – MASTER SHRL
2017-2018 | BLOK 1
,Inhoud
Kirton & Greene – The dynamics of managing diversity a critical approach
Chapter 2 – Diversity in the labour market ............................................................................................. 3
Chapter 3 – Theorizing patterns of labour market seggregation and inequality...................................... 6
Chapter 4 – Diversity in the workplace ................................................................................................... 9
Chapter 5 – Theorizing policy approaches to equality and diversity .................................................... 11
Chapter 8 – Equality and diversity policy in action .............................................................................. 14
Chapter 9 – Diversity and organizational performance ......................................................................... 16
Chapter 10 – The social policy context of equality and diversity ......................................................... 18
Hatch & Schultz – Organizational identity
Chapter 3 – The arts of impression management .................................................................................. 21
Chapter 4 – An integrative theory of intergroup conflict ...................................................................... 23
Chapter 5 – Who is this “We”? Levels of collective identity and self representations ........................ 24
Chapter 15 – The dynamics of organizational identity.......................................................................... 26
Chapter 17 – Identity regulation as organizational control producing the appropriate individual ........ 29
Articles
Alvesson (2008) – Identity Matters: Reflections on the Construction of Identity Scholarship in
Organization Studies ............................................................................................................................. 32
Janssens & Zanoni - Alternative diversity management: Organizational practices fostering ethnic
equality at work ..................................................................................................................................... 35
Bell – voice, silence and diversity in 21st century organizations: strategies for inclusion of gay,
lesbian, bisexual and transgender employees ........................................................................................ 36
Voice = “any attempt at all to change, rather than to escape from, an objectionable state of affairs, ... 36
Shore - Inclusion and Diversity in Work Groups: A Review and Model for Future Research ............. 37
Thomas et al. - What’s Age Got to Do With It? On the Critical Analysis of Age and Organizations .. 38
Kelan - From Biological Clocks to Unspeakable Inequalities: The Intersectional Positioning of Young
Professionals.......................................................................................................................................... 40
Carrim and Nkomo - Wedding Intersectionality Theory and Identity Work in Organizations: South
African Indian Women Negotiating Managerial Identity...................................................................... 41
Zanoni et al. - Unveiling the subject behind diversity: Exploring the micro-politics of representation in
ethnic minority creatives’ identity work................................................................................................ 43
Zanoni & Janssens - Minority Employees Engaging with (Diversity) Management: An Analysis of
Control, Agency, and Micro-Emancipation .......................................................................................... 45
Nkomo and Hoobler - An historical perspective On diversity ideologies in the US: Reflection on
HRM research & practice ...................................................................................................................... 47
DiTomaso - Racism and discrimination versus advantage and favouritism: Bias for versus Bias against
............................................................................................................................................................... 50
Kirton et al. - British diversity professionals as change agents – radicals, tempered radicals or liberal
reformers? (Kirton et al.) ....................................................................................................................... 54
1
,Tatli et al. - Questioning impact: interconnection between extra-organizational resources and agency
of equality and diversity officers ........................................................................................................... 57
Benschop et al. - Future challenges for practices of diversity management in organizations .............. 59
Benschop & Verloo - Sisyphus’ Sisters: Can Gender Mainstreaming Escape the Genderedness of
Organizations? ....................................................................................................................................... 63
Kalev et al. - Best practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action
and Diversity Policies............................................................................................................................ 65
Vinkenburg - Engaging gatekeepers, optimizing decision making, and mitigating bias: design
specifications for systemic diversity interventions ................................................................................ 67
2
, Kirton & Greene – The dynamics of
managing diversity a critical approach
Chapter 2 – Diversity in the labour market
Gender and the labour market
Employment rates of women and men
Women’s increased employment participation has not necessarily led to increased equality for
women whithin the labour market. Women across the EU tend to be found in the lowest-paid,
lowest-status and most vulnerable jobs.
Gender segregation
Based on the strong gendered patterns found in the labour markets globally, policy makers and
academics often talk about ‘women work and men work’. Occupational sex segregation or gender
segregation are the technical terms to describe the tendency for men and women tob e employed in
different occupations and sectors of the economy. Both demand – and supply- side factors are used
to explain gender segregation.
Horizontal segregation = men and women do different kind of jobs
Vertical segregation = different levels in organizations → glass ceiling and men are over-represented
in the higher levels of organizations.
The gender pay gap
One of the reasons why gender segregation is seen as an important policy issue is that, although it
affects both men and women, it has more negative consequences for women, restricting their access
to career opportunities and the higher-paying jobs. There is a strong relationship between gender
segregation and lower pay for women. The gender pay gap = the difference between men’s hourly
earnings and women’s hourly’s earnings as a percentage of men’s hourly earnings.
Explaining women’s labour market position
To explaon women’s contemporary labour market position (increased employment rate, gender
segregation, gender pay gaps), we need to look at social changes, structural factors, institutional
factors as well as the perspectives of employers and choices of women themselves.
• Structural changes such as the shift across Europe from a manufacturing to a service
economy shape the labour market participation patterns of both men and women.
• In the longer term, the employment rates of men and women are expected to move closer
as a consequence of further economic growth in the service sector.
• Part-time work is a common strategy for reconciling work and family across Europe.
• Change in the structure of households also play a role in shaping women’s employment
patterns. Also marriage rates have fallen and divorce rates have risen.
• Family responsibilities can also affect the nature of women’s employment in the medium to
long term.
• The rise in women’s educational levels and the closing of the educational attainment gender
gap is also a significant factor in the growth of women’s employment participation globally.
Black and minority-ethnic and migrate employment
History of migration
Europe is a continent of migration and in the recent period, especially following the enlargement of
the EU, there is a renewed policy emphasis on the economic and social impact of migration. The
historical background to migration of labour:
3
GENDER AND DIVERSITY – MASTER SHRL
2017-2018 | BLOK 1
,Inhoud
Kirton & Greene – The dynamics of managing diversity a critical approach
Chapter 2 – Diversity in the labour market ............................................................................................. 3
Chapter 3 – Theorizing patterns of labour market seggregation and inequality...................................... 6
Chapter 4 – Diversity in the workplace ................................................................................................... 9
Chapter 5 – Theorizing policy approaches to equality and diversity .................................................... 11
Chapter 8 – Equality and diversity policy in action .............................................................................. 14
Chapter 9 – Diversity and organizational performance ......................................................................... 16
Chapter 10 – The social policy context of equality and diversity ......................................................... 18
Hatch & Schultz – Organizational identity
Chapter 3 – The arts of impression management .................................................................................. 21
Chapter 4 – An integrative theory of intergroup conflict ...................................................................... 23
Chapter 5 – Who is this “We”? Levels of collective identity and self representations ........................ 24
Chapter 15 – The dynamics of organizational identity.......................................................................... 26
Chapter 17 – Identity regulation as organizational control producing the appropriate individual ........ 29
Articles
Alvesson (2008) – Identity Matters: Reflections on the Construction of Identity Scholarship in
Organization Studies ............................................................................................................................. 32
Janssens & Zanoni - Alternative diversity management: Organizational practices fostering ethnic
equality at work ..................................................................................................................................... 35
Bell – voice, silence and diversity in 21st century organizations: strategies for inclusion of gay,
lesbian, bisexual and transgender employees ........................................................................................ 36
Voice = “any attempt at all to change, rather than to escape from, an objectionable state of affairs, ... 36
Shore - Inclusion and Diversity in Work Groups: A Review and Model for Future Research ............. 37
Thomas et al. - What’s Age Got to Do With It? On the Critical Analysis of Age and Organizations .. 38
Kelan - From Biological Clocks to Unspeakable Inequalities: The Intersectional Positioning of Young
Professionals.......................................................................................................................................... 40
Carrim and Nkomo - Wedding Intersectionality Theory and Identity Work in Organizations: South
African Indian Women Negotiating Managerial Identity...................................................................... 41
Zanoni et al. - Unveiling the subject behind diversity: Exploring the micro-politics of representation in
ethnic minority creatives’ identity work................................................................................................ 43
Zanoni & Janssens - Minority Employees Engaging with (Diversity) Management: An Analysis of
Control, Agency, and Micro-Emancipation .......................................................................................... 45
Nkomo and Hoobler - An historical perspective On diversity ideologies in the US: Reflection on
HRM research & practice ...................................................................................................................... 47
DiTomaso - Racism and discrimination versus advantage and favouritism: Bias for versus Bias against
............................................................................................................................................................... 50
Kirton et al. - British diversity professionals as change agents – radicals, tempered radicals or liberal
reformers? (Kirton et al.) ....................................................................................................................... 54
1
,Tatli et al. - Questioning impact: interconnection between extra-organizational resources and agency
of equality and diversity officers ........................................................................................................... 57
Benschop et al. - Future challenges for practices of diversity management in organizations .............. 59
Benschop & Verloo - Sisyphus’ Sisters: Can Gender Mainstreaming Escape the Genderedness of
Organizations? ....................................................................................................................................... 63
Kalev et al. - Best practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action
and Diversity Policies............................................................................................................................ 65
Vinkenburg - Engaging gatekeepers, optimizing decision making, and mitigating bias: design
specifications for systemic diversity interventions ................................................................................ 67
2
, Kirton & Greene – The dynamics of
managing diversity a critical approach
Chapter 2 – Diversity in the labour market
Gender and the labour market
Employment rates of women and men
Women’s increased employment participation has not necessarily led to increased equality for
women whithin the labour market. Women across the EU tend to be found in the lowest-paid,
lowest-status and most vulnerable jobs.
Gender segregation
Based on the strong gendered patterns found in the labour markets globally, policy makers and
academics often talk about ‘women work and men work’. Occupational sex segregation or gender
segregation are the technical terms to describe the tendency for men and women tob e employed in
different occupations and sectors of the economy. Both demand – and supply- side factors are used
to explain gender segregation.
Horizontal segregation = men and women do different kind of jobs
Vertical segregation = different levels in organizations → glass ceiling and men are over-represented
in the higher levels of organizations.
The gender pay gap
One of the reasons why gender segregation is seen as an important policy issue is that, although it
affects both men and women, it has more negative consequences for women, restricting their access
to career opportunities and the higher-paying jobs. There is a strong relationship between gender
segregation and lower pay for women. The gender pay gap = the difference between men’s hourly
earnings and women’s hourly’s earnings as a percentage of men’s hourly earnings.
Explaining women’s labour market position
To explaon women’s contemporary labour market position (increased employment rate, gender
segregation, gender pay gaps), we need to look at social changes, structural factors, institutional
factors as well as the perspectives of employers and choices of women themselves.
• Structural changes such as the shift across Europe from a manufacturing to a service
economy shape the labour market participation patterns of both men and women.
• In the longer term, the employment rates of men and women are expected to move closer
as a consequence of further economic growth in the service sector.
• Part-time work is a common strategy for reconciling work and family across Europe.
• Change in the structure of households also play a role in shaping women’s employment
patterns. Also marriage rates have fallen and divorce rates have risen.
• Family responsibilities can also affect the nature of women’s employment in the medium to
long term.
• The rise in women’s educational levels and the closing of the educational attainment gender
gap is also a significant factor in the growth of women’s employment participation globally.
Black and minority-ethnic and migrate employment
History of migration
Europe is a continent of migration and in the recent period, especially following the enlargement of
the EU, there is a renewed policy emphasis on the economic and social impact of migration. The
historical background to migration of labour:
3
