Bibliographies thématiques / Diversity management. Discrimination

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Littérature scientifique sur le sujet « Diversity management. Discrimination »

Auteur : Grafiati
Publié le 9 mars 2023
Mis à jour le 31 juillet 2025

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Articles de revues sur le sujet "Diversity management. Discrimination"

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Madera, Juan M. "What’s in It for Me? Perspective Taking as an Intervention for Improving Attitudes Toward Diversity Management." Cornell Hospitality Quarterly 59, no. 2 (2017): 100–111. http://dx.doi.org/10.1177/1938965517730319.

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Hospitality organizations are increasingly investing in diversity management to address the reality of a diverse hospitality workforce. The effectiveness of diversity management highly depends on employee supportive attitudes; however, extant research shows that not all employees have positive attitudes toward diversity management. Using experimental methods, the current study examines situational perspective taking of discrimination—imagining being the target of workplace discrimination—as an intervention to influence the perceived utility and importance of diversity management using frontlin
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Mehng, Si Ahn, Sang Hyeon Sung, and Lisa M. Leslie. "Does diversity management matter in a traditionally homogeneous culture?" Equality, Diversity and Inclusion: An International Journal 38, no. 7 (2019): 743–62. http://dx.doi.org/10.1108/edi-10-2017-0227.

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Purpose The purpose of this paper is to investigate diversity management in an under-researched country by merging theoretical insights developed in the Western literature with cultural aspects of a traditionally homogeneous country, South Korea. Design/methodology/approach This study integrates theory and research on why diversity can have either a positive (i.e. the information/decision-making paradigm) or a negative (i.e. the social categorization paradigm) effect on performance with different diversity perspectives (i.e. integration-and-learning, access-and-legitimacy, and discrimination-a
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Özdemir, Feriha. "Managing Diversity and Capabilities." European Journal of Interdisciplinary Studies 3, no. 1 (2017): 62. http://dx.doi.org/10.26417/ejis.v3i1.62-70.

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As a powerful driver, small and medium enterprises (SME) has a huge contribution to the German economy. The shortage of skilled workers underlines an emerging and resilient German economy. However, the future prospects of SME depend on creative employees as key actors. Nevertheless, demographic change is perceptible so that the labour integration of resident immigrants becomes more important. But several studies investigated inequalities especially discrimination in the labour market intensifying brain drain. Social discrimination has great impact on the capabilities of people, particularly in
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Özdemir, Feriha. "Managing Diversity and Capabilities." European Journal of Interdisciplinary Studies 3, no. 1 (2017): 62. http://dx.doi.org/10.26417/ejis.v3i1.p62-70.

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As a powerful driver, small and medium enterprises (SME) has a huge contribution to the German economy. The shortage of skilled workers underlines an emerging and resilient German economy. However, the future prospects of SME depend on creative employees as key actors. Nevertheless, demographic change is perceptible so that the labour integration of resident immigrants becomes more important. But several studies investigated inequalities especially discrimination in the labour market intensifying brain drain. Social discrimination has great impact on the capabilities of people, particularly in
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Özdemir, Feriha. "Managing Diversity and Capabilities." European Journal of Interdisciplinary Studies 7, no. 1 (2017): 62. http://dx.doi.org/10.26417/ejis.v7i1.p62-70.

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As a powerful driver, small and medium enterprises (SME) has a huge contribution to the German economy. The shortage of skilled workers underlines an emerging and resilient German economy. However, the future prospects of SME depend on creative employees as key actors. Nevertheless, demographic change is perceptible so that the labour integration of resident immigrants becomes more important. But several studies investigated inequalities especially discrimination in the labour market intensifying brain drain. Social discrimination has great impact on the capabilities of people, particularly in
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James, Erika Hayes, and Lynn Perry Wooten. "Diversity Crises: How Firms Manage Discrimination Lawsuits." Academy of Management Journal 49, no. 6 (2006): 1103–18. http://dx.doi.org/10.5465/amj.2006.23478091.

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Febiana Ainun Ilmi, Coni Lestari, Afatar Rojab, and Mu’alimin Mu’alimin. "Pengelolaan Keragaman Sumber Daya Manusia dalam Organisasi." WISSEN : Jurnal Ilmu Sosial dan Humaniora 2, no. 3 (2024): 223–36. http://dx.doi.org/10.62383/wissen.v2i3.193.

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Management of human resource (HR) diversity in organizations. HR diversity includes differences in race, ethnicity, gender, age, religion, disability, sexual orientation and cultural background. There are several challenges faced by organizations in managing HR diversity, including potential conflicts between employees, bias and discrimination, as well as difficulties in building cohesive teams. However, diversity also brings various opportunities, such as increased creativity and innovation, market expansion, and the ability to attract the best talent from various backgrounds. To maximize the
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Sukalova, Viera, and Pavel Ceniga. "Diversity Management in Sustainable Human Resources Management." SHS Web of Conferences 74 (2020): 01033. http://dx.doi.org/10.1051/shsconf/20207401033.

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Today, globalization is becoming more and more widespread and important in almost all areas in the social, economic and political spheres. In most cases, it is globalization that brings diversity to everyday life. This diversity is gradually penetrating into other spheres, which is why business managers are increasingly confronted with a diverse workforce; employees of different origins, race, gender, or age. The policy of diversity management contributes to the strengthening of social responsibility of the company and is also an element of the competitiveness. Our research was aimed to enhanc
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Chung, Yunhyung, Stanley M. Gully, and Kathi J. Lovelace. "Predicting Readiness for Diversity Training." Journal of Personnel Psychology 16, no. 1 (2017): 25–35. http://dx.doi.org/10.1027/1866-5888/a000170.

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Abstract. Using data collected from 160 employed professionals in the US, we performed multivariate and univariate multiple regression analyses to examine the joint effect of perceived ethnic discrimination and ethnic dyadic dissimilarity on trainee readiness for diversity training (pre-training motivation to learn, self-efficacy, intention to use, and perceived utility). A significant interaction effect showed that individuals displayed stronger pre-training motivation to learn, intention to use, and perceived utility when they perceived discrimination based on ethnic background and when they
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Afif, Ali Amran Al. "The Effect of Diversity Management on Employee Engagement in the Manufacturing Sector." IJDS Indonesian Journal of Disability Studies 10, no. 2 (2023): 179–97. http://dx.doi.org/10.21776/ub.ijds.2023.10.02.5.

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In Indonesia's manufacturing industry, which employs the third-largest workforce in the country, employee engagement is a critical measure of labor's contribution. Despite the industry's importance, diversity management—a key driver of engagement—lags, with low representation of women and persons with disabilities and persistent ethnic and racial discrimination in a nation known for its multiculturalism. Additionally, ageism is prevalent, manifesting as discrimination across different age groups. This study investigates the influence of four principal dimensions of diversity management—ethnic,
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Thèses sur le sujet "Diversity management. Discrimination"

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Sakalová, Silvia. "Diverzity management - postoje vysokoškolských študentov." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-205771.

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This thesis deals with diversity and diversity management. The aim of this work is to analyze how are young people affected by supporting diversity and implementation of diversity management by the company and see what awareness students have of diversity and diversity management, what attitude have young people towards diversity in the workplace and opinions of young people on discrimination in the workplace. Quantitative research was chosen as analysis method. The students of economics were selected as target group. Research has shown that students have a very good knowledge of diversity. Aw
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French, Erica. "Strategic equity management in the Australian private sector." Thesis, Queensland University of Technology, 2003. https://eprints.qut.edu.au/15887/1/Erica_French_Thesis.pdf.

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Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organisation remains a dilemma for management both in policy and practice. Research continues to show that the employment status and representation of women is significantly less in relation to those of men. Conflicting arguments on the causes of disparity and competing ideals on the value and means for addressing the disparity have resulted in a number of different opinions on the implementation and practice of equity management. This dissertation contributes to the current kno
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French, Erica. "Strategic Equity Management in the Australian Private Sector." Queensland University of Technology, 2003. http://eprints.qut.edu.au/15887/.

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Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organisation remains a dilemma for management both in policy and practice. Research continues to show that the employment status and representation of women is significantly less in relation to those of men. Conflicting arguments on the causes of disparity and competing ideals on the value and means for addressing the disparity have resulted in a number of different opinions on the implementation and practice of equity management. This dissertation contributes to the current kno
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Heitzmann, Daniela, and Uta Klein. "Diversity." Universitätsbibliothek Leipzig, 2017. http://nbn-resolving.de/urn:nbn:de:bsz:15-qucosa-220226.

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Unter Diversity (dt.: Vielfalt) wird die Heterogenität und Diversifizierung sozialer Lebenslagen und sozialer Zugehörigkeiten verstanden, die in Folge von unter anderem Migrationsbewegungen, veränderten Geschlechterbeziehungen und der Pluralisierung von Familienformen in westlichen Gesellschaften zunehmen bzw. stärker thematisiert werden als zuvor. Dabei ist eine Lesart vorherrschend, die Diversity als gesellschaftliche und besonders als ökonomische Ressource, als Potenzial, betrachtet.
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Imoni, Henry Odiri. "Exploring Ethnic Diversity on Managerial Choices in Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6048.

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In Nigeria, most citizens between the ages of 20-60 believe that ethnicity is the leading cause of discrimination. The central problem addressed in this study was how ethnic diversity influenced managerial choices in Nigeria. The purpose of this qualitative case study was to explore the role of ethnicity in managerial choices in a Nigerian federal traffic management agency to gain an understanding of how ethnicity influenced managers' recruitment, placement, and promotion of employees. Complexity theory and a consideration of African management practices constituted the conceptual framework. P
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Heitzmann, Daniela, and Uta Klein. "Diversity." Christian-Albrechts-Universität zu Kiel, 2015. https://ul.qucosa.de/id/qucosa%3A15385.

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Unter Diversity (dt.: Vielfalt) wird die Heterogenität und Diversifizierung sozialer Lebenslagen und sozialer Zugehörigkeiten verstanden, die in Folge von unter anderem Migrationsbewegungen, veränderten Geschlechterbeziehungen und der Pluralisierung von Familienformen in westlichen Gesellschaften zunehmen bzw. stärker thematisiert werden als zuvor. Dabei ist eine Lesart vorherrschend, die Diversity als gesellschaftliche und besonders als ökonomische Ressource, als Potenzial, betrachtet.
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Hekšová, Tereza. "Diverzita ve společnosti ČSOB." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-206261.

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This thesis deals with diversity and its level in the company CSOB. The main objective is to describe the current situation, make an analysis, identify strengths and weaknesses and come up with suggestions for the company and government, which would have positive effect on diversity. The methods used in this work include an analysis of internal documents, comparison of theory and practise and personal interview with responsible manager. The thesis is divided into two main parts, theoretical and practical. The theoretical part is based on study of literature, legislation and actual studies and
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Junuzi, Benita, and Envera Aljic. "Hur arbetar äldreomsorgen i Kommun NN förebyggande mot etnisk diskriminering och hur upplever anställda det förebyggande arbetet? : En kvalitativ studie." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35477.

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Denna empiriska studie ämnade till att undersöka hur äldreomsorgen inom kommun NN (påhittat namn) arbetar förebyggande mot etnisk diskriminering samt upplevelser kring detta arbete. Studien hade en kvalitativ ansats med en psykologisk utgångspunkt där semistrukturerade intervjuer genomfördes på både arbetstagare och enhetschefer för att sammanställa en helhetsbild av arbetet. Författarna genomförde ett målinriktat urval av organisation och därefter ett bekvämlighetsurval av respondenter. Detta resulterade i åtta deltagare (n=8) varav fyra av dessa var enhetschefer och fyra var undersköterskor,
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Gildenhuys, Annelie. "Leadership style as a component of diversity management experience / Annelie Gildenhuys." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2006.

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Opperman, Theo. "An analysis of the sexual orientation discrimination framework in the public sector : the case of Stellenbosch Municipality." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/2822.

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Thesis (MA (Public and Development Management))--University of Stellenbosch, 2009.<br>Sexual orientation (discrimination) as a part of diversity management in organisations is a controversial issue and people in management positions are not always comfortable to address issues relating to gay employees. This is evident from the lack of adequate policies and processes that exist within public organs. Ignorance and prejudice, heterosexism and homophobia, religious and moral beliefs and stigmatisation contribute to why employees discriminate against their co-workers based on sexual orientation.
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Livres sur le sujet "Diversity management. Discrimination"

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Bernd, Steinmetz, Vedder Günther, Jent Nils, and Katholische Akademie Trier, eds. Diversity Management und Antidiskriminierung. Bertuch, 2007.

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Wrench, John. Diversity management and discrimination: Immigrants and ethnic minorities in the EU. Ashgate, 2007.

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Günther, Sara. Arbeitsrechtlicher Antidiskriminierungsschutz und Diversity Management: AGG - Pflicht und Chance zugleich. PL Academic Research, 2013.

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Im, Hŭi-jŏng. Tayangsŏng kwalli (diversity management) chʻawŏn esŏŭi yŏsŏng inchŏk chawŏn kaebal. Hanʼguk Yŏsŏng Chŏngchʻaek Yŏnʼguwŏn, 2008.

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McGowen, Lorraine S., and Anna L. Brown. Beyond diversity 2009: The next generation. Practising Law Institute, 2009.

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author, Brown Anna L., and American Bar Association. Center for Racial & Ethnic Diversity, eds. Diversity in action: A manual for diversity professionals in law. American Bar Association, Center for Racial & Ethnic Diversity, 2014.

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Isabelle, Barth, and Falcoz Christophe, eds. Le management de la diversité: Enjeux, fondements et pratiques. L'Harmattan, 2007.

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Isabelle, Barth, and Falcoz Christophe, eds. Le management de la diversité: Enjeux, fondements et pratiques. L'Harmattan, 2007.

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Division, Great Britain Cabinet Office Equal Opportunities. Managing diversity: A training programme on the effective selection and management of male and female staff from diverse backgrounds. H.M.S.O., 1992.

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Holder-Winfield, Natalie. Exclusion: Strategies for improving diversity in recruitment, retention, and promotion. American Bar Association, 2014.

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Chapitres de livres sur le sujet "Diversity management. Discrimination"

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Harrison, Michael R. "Discrimination and diversity." In An introduction to business and management ethics. Macmillan Education UK, 2005. http://dx.doi.org/10.1007/978-0-230-80225-4_13.

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Genkova, Petia. "Diversity Competence and Leadership Personality." In Handbook of Diversity Competence. Springer Nature Switzerland, 2025. https://doi.org/10.1007/978-3-031-69308-3_1.

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Abstract Globalization poses significant challenges and chances for societies throughout the world. Organizations must deal with the cultural diversity of their employees and integrate measures to work together effectively. As a result, diversity management with the integration of diversity competences and diversity-oriented leadership is becoming increasingly important. In this chapter, the relevance of these measures is theorized and discussed from a psychological point of view. Especially, a perspective and research for Germany are highlighted, as Germany counts as a global player and a mig
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Kellough, J. Edward. "Combating Discrimination and Its Legacy: Affirmative Action and Diversity in the Public Sector." In Public Human Resource Management: Problems and Prospects. CQ Press, 2016. http://dx.doi.org/10.4135/9781483395982.n18.

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Marchis, Gabriela. "“United in Diversity”: Evidence from Romania." In Handbook of Diversity Competence. Springer Nature Switzerland, 2025. https://doi.org/10.1007/978-3-031-69308-3_21.

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Abstract In this chapter, we aim to capture the way in which the phenomenon of diversity is perceived in Romania, while also highlighting the Romanian national values, in an attempt to understand the interaction between the values of the Romanian space and the action of Romanians in different contexts. The preservation of national values, as well as their creative capitalization, is a desideratum of affirming and displaying the Romanian wealth and diversity in a globalized and strongly interconnected world. Based on these reasonings, this chapter will address the issue of diversity from differ
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Hommerson, Susan, Chiara Gallese, Fanny Garel, Angela Aleksovska, and Harry Bikas. "Ethics, Data and Privacy Management for AI Solutions in Manufacturing at SMEs (AIRISE)." In Lecture Notes in Mechanical Engineering. Springer Nature Switzerland, 2025. https://doi.org/10.1007/978-3-031-86489-6_29.

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Abstract Ethics has become an increasingly important topic within the development of Artificial Intelligence systems. The anticipated European AI act has a strong foundation in 7 ethical values of the Assessment List for Trustworthy Artificial Intelligence (ALTAI): human agency and oversight, technical robustness and safety, privacy and data governance, transparency, diversity, non-discrimination and fairness, environmental and societal wellbeing, and accountability. In addition, data management and privacy are other important aspects of responsible AI: from development towards implementation.
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"Diversity and the Future." In Diversity Management and Discrimination. Routledge, 2016. http://dx.doi.org/10.4324/9781315577722-7.

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"Diversity Management in the USA." In Diversity Management and Discrimination. Routledge, 2016. http://dx.doi.org/10.4324/9781315577722-2.

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"Diversity Management and Anti-Discrimination." In Diversity Management and Discrimination. Routledge, 2016. http://dx.doi.org/10.4324/9781315577722-6.

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"Introducing the Issues." In Diversity Management and Discrimination. Routledge, 2016. http://dx.doi.org/10.4324/9781315577722-1.

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"The Background to Diversity Management in Europe." In Diversity Management and Discrimination. Routledge, 2016. http://dx.doi.org/10.4324/9781315577722-3.

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Actes de conférences sur le sujet "Diversity management. Discrimination"

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Garg, Akanksha, and S. Senthil Ganesh. "Employees Perception of Diversity Management Practices and Discrimination at Work Places." In 2018 International Conference on Soft-computing and Network Security (ICSNS). IEEE, 2018. http://dx.doi.org/10.1109/icsns.2018.8573646.

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Vochin, Oana Alexandra, Alexandra Maria Sârbu, Rodica Pamfilie, and Roxana Sârbu. "The Role of Human Resources Function in Promoting Sustainability on Oil & Gas Industry." In 9th BASIQ International Conference on New Trends in Sustainable Business and Consumption. Editura ASE, 2023. http://dx.doi.org/10.24818/basiq/2023/09/069.

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This article presents the level of awareness among Human Resources managers and professionals of an Austrian oil &amp; gas company with regards to Green Human Resource Management (GHRM). This is an approach with focus on integrating environmental sustainability practices into various HR functions within an organization. In addition, it recognizes that HR plays a crucial role in promoting and supporting sustainability by aligning the related policies and practices when it comes to talent attraction and retention, diversity, equity and non-discrimination or training and organizational effectiven
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Carreras, P. E., and M. L. Guiñazu. "2023 SPE Diversity and Inclusion Survey: Driving Equality in the Energy Industry." In SPE Annual Technical Conference and Exhibition. SPE, 2024. http://dx.doi.org/10.2118/220824-ms.

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Abstract An SPEi survey was launched in May 2023 to determine the status of Diversity and Inclusion (D&amp;I) in the energy industry from the workforce perspective. Besides, survey results were compared with the results of a similar survey launched in 2020. The survey consisted of seven demographics, fifteen multiple-choice and five open-ended questions overall similar to the questions from the 2020 survey. A few additions aimed to capture changes in the workplace due to the pandemic and the ongoing energy transition. The proposal was reviewed and approved by the SPE D&amp;I committee. SPE Mar
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Perumal, Juliet, and Andrea Dawson. "Racial Dynamics at an Independent South African Educational Institution." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002671.

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Historically, education in South Africa has been beset by inequality. Over the last few decades, however, the landscape of South African government schooling has evolved considerably since its distinctive, racially-defined origins. This is largely due to reforms in the education sector, which played a key role in attempting to redress the injustices of the Apartheid system. Since its inception in 1929, the Independent Schools Association of Southern Africa (ISASA) has envisioned a value-based and quality education for all learners, irrespective of race, creed or culture. Thus, the media exposu
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Kido, Atsushi, Toshikazu Kato, and Takashi Sakamoto. "Color Impressions in Images of Decorated Interiors and Furniture Are Influenced by Differences in Color Vision." In 2024 AHFE International Conference on Human Factors in Design, Engineering, and Computing (AHFE 2024 Hawaii Edition). AHFE International, 2024. http://dx.doi.org/10.54941/ahfe1005611.

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The objective of this study is to investigate how impressions derived from multiple colors differ depending on the diversity of color vision. We have already conducted research on color impressions using abstract images as visual stimuli containing multiple colors. In this report, we will conduct a similar study using images of decorated interiors and furniture, which include more familiar subjects. Globally, 2% to 10% of men have color vision deficiencies (protan or deutan color vision), and many studies have been conducted to consider color discrimination. However, there are few comprehensiv
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