Syed, J. and Ozbilgin, M. (2009) A Relational Framework for International Transfer of Diversity Management Practices. International Journal of Human Resource Management, 20 (12). pp. 2435-2453. ISSN 0958-5192 .
|The full text of this publication is not available from this repository. (Contact us about this Publication)|
The aim of this paper is to propose that a relational framework, which is underpinned by a contextual and multilevel conceptualisation of diversity management, can help international transfer of diversity management policies and practices. We argue that the mainstream single-level conceptualisations of diversity management within the territory of legal or organisational policy fail to capture the relational interplay of structural- and agentic-level concerns of equality. Consequently, individual choices, organisational processes, and structural conditions - all of which collectively account for unrelenting power disparity and disadvantage within social and employment contexts - remain generally under explored. The paper proposes a relational framework that bridges the divide between macro-national, meso-organisational and micro-individual levels of analyses to arrive at a more comprehensive, realistic and context-specific framing of diversity management, which can overcome the difficulties of international transfer.
|Uncontrolled keywords:||Context, Diversity Management, Equal Employment Opportunity, Intersectionality, Relational Perspective|
|Subjects:||H Social Sciences > H Social Sciences (General)|
|Divisions:||Faculties > Social Sciences > Kent Business School > Industrial Relations/HRM|
|Depositing User:||Jennifer Knapp|
|Date Deposited:||03 Jun 2010 14:31|
|Last Modified:||09 Dec 2011 12:29|
|Resource URI:||http://kar.kent.ac.uk/id/eprint/24821 (The current URI for this page, for reference purposes)|
- Depositors only (login required):