- The Oxford Handbook of Diversity in Organizations
- List of Illustrations
- List of Contributors
- Introduction: Mapping the Field of Diversity in Organizations
- The Politics of Equality and Diversity: History, Society, and Biography
- Duelling Dualisms: A History of Diversity Management
- Theories of Difference, Diversity, and Intersectionality: What Do They Bring to Diversity Management?
- Rethinking Diversity in Organizations and Society
- Reflections on Diversity and Inclusion Practices at the Organizational, Group, and Individual Levels
- Reframing Diversity Management
- Advancing Postcolonial Approaches in Critical Diversity Studies
- A Postcolonial Deconstruction of Diversity Management and Multiculturalism
- Queer Perspectives Fuelling Diversity Management Discourse: Theoretical and Empirical-Based Reflections
- Ambiguous Diversities: Practices and Perceptions of Diversity Management
- Individuals, Teams, and Organizational Benefits of Managing Diversity: An Evidence-Based Perspective
- Organizational Benefits through Diversity Management: Theoretical Perspectives on the Business Case
- Explaining Diversity Management Outcomes: What Can Be Learned from Quantitative Survey Research?
- Challenges and Opportunities: Contextual Approaches to Diversity Research and Practice
- In Search of the ‘Real’: The Subversive Potential of Ethnography in the Field of Diversity Management
- Collecting Narratives and Writing Stories of Diversity: Reflecting on Power and Identity in Our Professional Practice
- Rethinking Higher Education Diversity Studies through a Diversity Management Frame
- Global Diversity Management: Breaking the Local Impasse
- Entrepreneurship and Diversity
- Practices of Organizing and Managing Diversity in Emerging Countries: Comparisons between India, Pakistan, and South Africa
- Intersectionality at the Intersection: Paradigms, Methods, and Application—A Review
- The Intersectionalities of Age, Ethnicity, and Class in Organizations
- People with Disabilities: Identity, Stigmatization, Accommodation, and Intersection with Gender and Ageing in Effects on Employment Outcomes
- Of Race and Religion: Understanding the Roots of Anti-Muslim Prejudice in the United States
- Intersectionality, Social Identity Theory, and Explorations of Hybridity: A Critical Review of Diverse Approaches to Diversity
- Examining Diversity in Organizations from Critical Perspectives: The Validity of the Research Process
- Future Challenges for Practices of Diversity Management in Organizations
- From Here to There and Back Again: Transnational Perspectives on Diversity in Organizations
Abstract and Keywords
This chapter addresses theories of difference, diversity, and intersectionality, and what they bring to understandings of diversity management. The chapter begins by examining the broad arenas of difference, diversity, and diversity management, as they have become established in organization and management studies. It continues by considering the increasing complexity that can be engaged with through the notion of intersectionality, and how such a broad view of different kinds of intersectionalities widens further understandings of diversity/ies and diversity management in organizations and management. These various formulations include external intersectionalities (formation, location, and form of organizations), internal intersectionalities (internal structuring and processes of organizations), and diversity and diversity management seen within intersectional contexts.
Jeff Hearn is Professor in Management and Organization at Hanken School of Economics, Finland, Professor in Gender Studies at Linkoping University, Sweden, and Professor of Sociology at the University of Huddersfield, UK. His books include ‘Sex’ at ‘Work’ (with Wendy Parkin, 1987/1995), Men in the Public Eye (1992), Men as Managers, Managers as Men (edited with David Collinson, 1996), Gender, Sexuality and Violence in Organizations (with Wendy Parkin, 2001), Information, Society and the Workplace (edited with Tuula Heiskanen, 2004), and Rethinking Transnational Men (edited with Marina Blagojavic and Katherine Harrison).
Clayman Institute for Gender Research, Stanford University, Serra House
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