Literatuur hoofdpunten Flashcards
Acker (2006)
- inequality regimes
- gender, race and class
- intersectionality
Amis, Mair and Munir (2020)
- organizational reproduction of inequality
- five mechanisms which reproduce inequality
- three myths which uphold the mechanisms
Five mechanisms from Amis, Mair and Munir (2020)
- hiring practices
- promotion
- role allocation
- compensation
- organizational structuring
Three myths from Amis, Mair and Munir (2020)
- efficiency
- meritocracy
- positive globalization
Ahmed (2007)
- doing the document
- responsibility issue
- ‘tick box’ mentality
Klarbach and Egger
- implementation process
- four management perspectives
- 4-R method
Four management perspectives from Klarbach and Egger
- resistance
- discrimination and fairness
- access and legitimacy
- learning
4-R method from Klarbach and Egger
- representation
- resources
- realization
- rights
Beauregard
- resistance to diversity / resistance to diversity policies
- subtle and overt resistance
- endorsement and activism
- what generates resistance (individual and organizational)
- dealing with resistance
Ferdman (2017)
- inclusion
- paradoxes of inclusion
Three paradoxes of inclusion from Ferdman (2017)
- self expression and identity
- boundaries and norms
- safety and comfort
Hearn and Louvrier (2015)
- theories of difference, diversity and intersectionality
- essentialist and constructionist
Kalev et al. (2006)
- efficacy of diversity programs
- approaches to increasing managerial diversity
Three approaches from Kalev et al. (2006)
- creation of specialized positions
- training and feedback
- programs that target the isolation of minorities
Kelan and Wratil (2018)
- change agents (micro/macro)
- practices for senior leaders
Six practices for senior leaders from Kelan and Wratil (2018)
- accountability
- build ownership
- communication
- lead by example
- initiatives
- drive culture change
Lombardo and Mergaert (2016)
- resistance to gender training and mainstreaming
- individual / institutional
- implicit / explicit
- gender specific / non-gender specific
- resistance from trainees / commissioners
Meyerson and Martin (1987)
- views of culture and cultural change
Three views from Meyerson and Martin (1987)
- integration
- differentiation
- ambiguity
Murray (2014)
- overrepresentation of men instead of underrepresentation of women
- gender quotas for men or women
Noon (2010)
- positive discrimination
- counterarguments to four main objections
Counterargument to four objections to positive discrimination from Noon (2010)
- best candidate?
- not based on meritocracy
- could raise suspicion with colleagues
- reversed discrimination
Shore et al. (2018)
- inclusive workplaces
- inclusion vs. diversity
- inclusion constructs
Five inclusion constructs from Shore et al. (2018)
- work group inclusion
- leader inclusion
- perceived organizational inclusion
- organizational inclusion practices
- inclusive climate
Tatli and Özbilgin (2009)
- diversity managers as change agents
- critiques of change agency models
- dimensions of change agency
Three critiques of change agency models from Tatli and Özbilgin (2009)
- rational, autonomous and individualistic conceptualization
- a-contextual and disembodied focus on competencies
- lack of consideration for power dynamics
Three dimensions to look at change agency from Tatli and Özbilgin (2009)
- situatedness (context)
- relationality (micro/meso/macro)
- praxis (dynamic nature)
- doxic reflection
- strategic action
Thomlinson and Schwabenland (2010)
- business case and social justice case
- diversity implementation approaches
Two diversity implementation approaches from Thomlinson and Schwabenland (2010)
- dissolving diversity
- valuing diversity
