Discursive managerial practices of diversity and homogeneity

The concept of diversity as an organizational value has become an integral part of many organizational policies, yet women and minorities continue to be underrepresented as managers. Scholars have drawn attention to the paradox in which managers recognize diversity as an organizational value and yet...

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Bibliographic Details
Published in:Journal of gender studies 2015-05, Vol.24 (3), p.259-274
Main Authors: Knoppers, Annelies, Claringbould, Inge, Dortants, Marianne
Format: Article
Language:English
Subjects:
Attention
Discourse analysis
discourses
Discursive practices
diversity
Ethnicity
Female employees
Gender
Homogeneity
Management theory
Managers
Minorities
Minority & ethnic groups
Negotiation
Non-profit organizations
Nonprofit organizations
Norms
Organizations
senior managers
Sexuality
Women
Working women
Workplace diversity
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Summary:The concept of diversity as an organizational value has become an integral part of many organizational policies, yet women and minorities continue to be underrepresented as managers. Scholars have drawn attention to the paradox in which managers recognize diversity as an organizational value and yet top level managerial ranks remain primarily homogenous. How senior managers negotiate the use of the discourse of diversity and the underrepresentation of women and minorities at managerial levels has received relatively little scholarly attention. The purpose of this study is to interrogate the use of the organizational value of diversity by examining how constructions of diversity and of women and ethnic and sexual minorities by senior managers working in nonprofit organizations inform discursive practices of diversity and homogeneity. We assume managers use implicit and explicit norms to differentiate among individuals and assign them to groups, and draw on various discourses to justify these categorizations and related exclusion. In this study, we explore how senior managers in nonprofit organizations construct diversity and homogeneity and create categorical groups such as women and minorities.
ISSN:0958-9236
1465-3869
DOI:10.1080/09589236.2013.833086